Infinity Group (Unfair Documentary Practices) September 2013. Ichiba Ramen (National Origin) February 2018. IER concluded that these advertisements constituted a pattern or practice of discrimination by routinely excluding work-authorized non-U.S. citizens and resulted in an initial failure to refer an asylee for employment because of his status as an asylee. Diversified Maintenance Systems, LLC (Retaliation) September 2012. The settlement agreement requires Clifford Chance to, among other things: 1) pay $132,000 in civil penalties; 2) train relevant employees about the requirements of 8 U.S.C. Under the terms of the settlement agreement, Sonus will pay $16,727 in back pay to the Charging Party, and $400 in civil penalties to the United States, and be subject to monitoring of its hiring practices by the Division for a period of one year. Macy's West Stores, Inc. (Citizenship Status and Unfair Documentary Practices) June 2016. Settlement Press Release Settlement Agreement, Challenger Sports Corporation (Citizenship Status) September 2021. On May 10, 2018, IER reached a settlement agreement with the University of California, San Diego (UCSD) resolving allegations of unfair documentary practices. On July 2, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Vincent Porcaro, Inc. (VPI) to resolve allegations that the company engaged in a pattern or practice of Unfair Documentary Practices against work-authorized immigrants. Under the agreement, Bel USA agreed to pay a civil penalty of $100,000 to the United States, change its employment eligibility verification policies and practices, train its relevant personnel involved in hiring and human resources on the INAs anti-discrimination requirements, and be subject to Division monitoring and reporting for a three-year period. Pinnacle Logistics (Unfair Documentary Practices and Citizenship Status) November 2020. In contrast, Ascension did not program the software to send e-mails to U.S. citizens and therefore did not notify U.S. citizens near the expiration of their documents. Elmiron. Best Packing Services Employment Agency, Inc. (Unfair Documentary Practices) August 2012. Postal Express, Inc. (Unfair Documentary Practices) October 2015. Share sensitive information only on official, secure websites. The Department's investigation was based on two charges the Department received from Puerto Rican-born U.S. citizens who were asked to produce naturalization certificates to prove their citizenship, even though they are native U.S. citizens, in violation of the anti-discrimination provision of the INA. The advertisements thus unlawfully excluded asylees, refugees, lawful permanent residents and U.S. citizens and nationals. The settlement agreement requires that MJFT pay a civil penalty, train relevant employees about the requirements of 8 U.S.C. In a separate agreement, Carrillo Farm agreed to pay a total of $44,000 in lost wages to affected U.S. workers including $8,800 for each U.S. citizen. Under the settlement agreement, IBM has agreed to pay $44,400 in civil penalties to the United States. 1324b(a)(6). 1324b when verifying the workers work authorization. Official websites use .gov Yellow-Checker-Star Transportation (Unfair Documentary Practices) October 2015. While IERs investigation was pending the former employee filed his own lawsuit with the administrative court, and the settlement agreement, to which the former employee is a signatory, also resolves that lawsuit. A .gov website belongs to an official government organization in the United States. 1324b (a) (1) Tuscany Hotel and Casino, LLC (Unfair Documentary Practices) October 2012. 1324b(a)(6). CitiStaff Solutions, Inc.and CitiStaff Management Group, Inc. (Unfair Documentary Practices) October 2017. Under the terms of the settlement, Respondents are required to pay $225,750 in civil penalties to the United States, train relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. Up to $21.25 per household with proof of purchase. Additionally, Diversified Maintenance Systems will participate in OSC and USCIS-sponsored training regarding the anti-discrimination provision of the INA and proper E-Verify procedures. Autobuses Ejecutivos, LLC d/b/a Omnibus Express (Citizenship Status) August 2013. The settlement agreement requires Triple H to, among other things: 1) pay $15,600 in civil penalties; 2) engage in enhanced recruiting efforts for U.S. workers, beyond what the Department of Labor's program requires; 3) set aside a back pay fund of $85,000 to provide back pay to U.S. applicants who were unfairly denied employment; 4) undergo department-provided training on the anti-discrimination provision of the INA; and 5) undergo departmental reporting and monitoring. IER also determined that the Housing Authority terminated the Injured Party when he could not comply with the discriminatory request. City of Eugene Police Department (Citizenship Status) August 2015. On February 2, 2017, the Division signed a settlement agreement, previously signed by Levy, requiring Levy to pay $2,500 in civil penalties to the United States, train its relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting requirements for two years. On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). Maged Hakeem Action The Motion to Stay seeks to stay this action pending the outcome of settlement proceedings in the consolidated lawsuit Maged Hakeem, et al. The Department concluded that the companys unlawful practice of restricting job vacancies to U.S. citizens and in some cases, to U.S. citizens and lawful permanent residents, was based on a misinterpretation of the requirements under the International Traffic in Arms Regulations (ITAR) and the Export Administration Regulations (EAR). On September 18, 2018, IER signed a settlement agreement with Palmetto Beach Hospitality, LLC (Palmetto) resolving IERs finding that there was reasonable cause to believe the company had denied U.S. citizens employment in 2017 because it preferred to hire temporary foreign H-2B visa workers. IERs investigation determined that Masterson Staffing routinely 1) required non-U.S. citizens to provide more, different, or specific Form I-9 documents, because of their citizenship or immigration status, and 2) requested more documents than necessary from certain lawful permanent residents, by unnecessarily reverifying their permission to work. The State Farm universal life insurance deduction class action lawsuit claimed that the company used prohibited factors to calculate the cost of the universal life insurance products, leading to overpayment by policyholders. Under the settlement agreement, the company will pay a civil penalty of $300,000 to the United States. On May 17, 2011, the Department of Justice issued a press release announcing a settlement agreement with Iflowsoft, LLC, resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by posting job advertisements expressing a preference for temporary visa holders and by hiring an H1-B visa holder without considering a qualified U.S. citizen applicant. The Divisions underlying investigation found that the companies limited the documentation workers could provide to establish their work authorization based on the workers citizenship status. 1324b(a)(6) by requiring non-citizens, but not citizens, to present specific types of documents as part of its employment eligibility reverification process. Rehrig Pacific Company (Unfair Documentary Practices) November 2021. In some instances, after sending these unnecessary e-mails, Ascension further required non-U.S. citizen employees to present new documents in order to continue working. 1324b. Stellar Staffing, Inc. (Citizenship Status) July 2013. On May 22, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Whiz International LLC, an information technology staffing company, alleging that it discriminated against one of its employees when it terminated her in retaliation for expressing opposition to its alleged preference for foreign nationals with temporary work visas. Under the terms of the settlement, Respondents will pay a combined $115,000 in civil penalties to the United States, pay up to $30,000 in back pay to injured parties, train relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. IERs investigation also found that DC Precision Machining terminated a U.S. citizen worker when she refused to present the requested document, even though she had already presented sufficient documentation to complete the Form I-9. On March 31, 2021, the Division signed a settlement agreement with Adaequare Inc. (Adaequare) to resolve an independent investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. Specifically, IERs investigation found that the company requested non-U.S. citizens (primarily lawful permanent residents), but not U.S. citizens, to produce specific documents to establish their permission to work during the employment eligibility verification process. On September 26, 2014, the Justice Department reached a settlement agreement with Autobuses Ejecutivos, LLC, d/b/a Omnibus Express, a bus company located in Houston, Texas, to resolve a lawsuit filed by the department alleging the company violated the Immigration and Nationality Act's antidiscrimination provision. Sam Williamson Farms, Inc. (Citizenship Status) June 2019. IERs investigation concluded that from at least November 2016 through January 2018, CFAI set aside grading positions for temporary visa holders, and thus failed to consider equally qualified U.S. workers, in violation of 8 U.S.C. Under the settlement agreement, Macys agreed to conform its employment eligibility verification policies and practices to the requirements of 8 U.S.C. IERs investigation also found that the company engaged in a pattern or practice of requesting specific documents from non-U.S. citizens for employment eligibility verification because of their citizenship status. On May 16, 2011, the Department of Justice issued a press release announcing a settlement agreement with Maricopa County Community College District resolving allegations that it engaged in a pattern or practice of Unfair Documentary Practices against non-U.S. citizens in the hiring and employment eligibility verification process. 1324b(a)(6) by requesting specific documents from non-U.S. citizens, but not U.S. citizens, to complete the I-9 form. Gamewell Mechanical will also train its human resources staff about employers' responsibilities to avoid discrimination in the employment eligibility verification process and be subject to reporting and compliance monitoring by the department for 18 months. Dec. 21, 2018 - X Stage @ GSX18, an interview with Ty Richmond . 1324b(a)(1)(B). On April 18, 2022, IER signed a settlement agreement with United Parcel Service Inc. (UPS) resolving IERs reasonable cause finding that UPS committed an unfair documentary practice in violation of 8 U.S.C. The settlement requires UPS to pay a civil penalty, train its HR employees, and comply with reporting and monitoring requirements. Florida Power & Light Debt-Collection Emails Class Action Lawsuit Claim Form Deadline: June 20, 2022 Who's Eligible: The settlement benefits Flordians who received debt collection emails from Florida Power & Light Company between 9 p.m. and 8 a.m. EST Oct. 16, 2019, through Oct. 15, 2021. At the same time, PMM allowed U.S. citizens to choose from among various acceptable document types. On June 21, 2010, the Division signed an agreement with Macys and a Charging Party resolving claims of citizenship status discrimination during the employment eligibility verification process based on an alleged pattern or practice of requesting specific documents from non-U.S. citizens, but not U.S. citizens, to complete the Form I-9. The charge alleged that the company, prior to hire, rejected documents establishing the Charging Partys employment eligibility that it routinely accepted from U.S. citizens. Levy Restaurants (Unfair Documentary Practices) February 2017. The agreement requires R.E.E. You may be eligible to submit a claim, even if you do not have proof of purchase. On April 3, 2020, IER signed a settlement agreement with Southwest Key Programs (SKP), an organization that operates detention centers, resolving claims that SKP retaliated against a former employee. Hartz Mountain Industries (Citizenship Status) August 2016. IERs investigation found that the company asked the three lawful permanent residents to show specific documents to prove their permission to work in the United States rather than giving them a choice as to which acceptable documentation to show, based on their citizenship status. On February 9, 2006, the Division signed a settlement agreement with Kmart Corporation resolving allegations of unfair documentary practices during the employment eligibility verification process in violation of the INAs anti-discrimination provision. On November 16, 2020, the Division signed a settlement agreement with the School Board of Palm Beach County resolving claims that the School District routinely asked non-U.S. citizens to provide documents issued by the Department of Homeland Security, such Permanent Resident Cards, to prove their employment eligibility, even though the individuals may have wished to present other valid documentation, such as an ID and unrestricted Social Security card. University of California San Diego Medical Center (Unfair Documentary Practices) December 2011. The charge, investigated by OSC, alleged that Catholic Healthcare West engaged in a pattern or practice of Unfair Documentary Practices by requesting additional documentation from non-U.S. citizens and naturalized U.S. citizens, but not native-born U.S. citizens, at the initial employment eligibility verification stage. Scott alleges that his 2016 Subaru Outback, which he bought in British Columbia in 2017, started suffering from electrical problems at only 6,560 kilometers. Advantage Home Care (Unfair Documentary Practices) October 2012. On June 19, 2018, the Division signed a settlement agreement with Setpoint Systems, Inc., resolving a reasonable cause finding that the company engaged in citizenship status discrimination in violation of 8 U.S.C. On March 23, 2011, the Division reached an agreement with Martin Farms to resolve a charge of citizenship status discrimination. Top Class Actions has helped law firms across the country successfully find plaintiffs for class action lawsuits & mass torts since 2008, receiving tens of thousands of leads per month. In addition, Respondents will jointly pay a $30,000 civil penalty to the United States; create an $115,000 back pay compensation fund to compensate economic victims; ensure that relevant human resources personnel participate in Division-provided training; and be subject to Division monitoring for a three-year period. Holliswood will also train its human resources staff about employers' responsibilities to avoid discrimination in the employment eligibility verification process and be subject to reporting and compliance monitoring by the Department for18 months. Under the settlement agreement, Gamewell Mechanical, Inc. will pay a total of $10,560 in back pay to the three discharged U.S. citizens, and $9,600 in civil penalties to the United States. The plaintiffs' allegation is that HP . Complaint Press Release Complaint, Sellari's Enterprises, Inc. (Unfair Documentary Practices) June 2017. Settlement Press ReleaseSettlement Agreement, Nebraska Beef, Ltd (Unfair Documentary Practices) August 2015. On July 30, 2019, IER entered into a settlement agreement resolving a reasonable cause determination that United General Bakery, Inc., d/b/a Upper Crust Bakery, a baked goods supplier in Phoenix, Arizona, engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. In March 2020, the medical practice credited the coworkers accusations without investigating them and agreed to terminate the employee on that basis. E-Verify is an Internet-based electronic verification system used by employers and administered by USCIS that confirms an individual's employment eligibility. 1324b(a)(6). The Data Entry Company (Citizenship Status) May 2015. WesPak Inc. (Unfair Documentary Practices) May 2019. Under the settlement agreement, the company will pay the maximum civil penalty for an instance of retaliation, post notices informing workers about their rights under the INAs anti-discrimination provision, train its staff, and be subject to departmental monitoring and reporting requirements for one year. Firearm manufacturers in the United States may be subject to the International Traffic in Arms Regulations (ITAR), which regulate specific exports of defense articles and services. 1324b(a)(1)(B). The settlement agreement provided for various remedies, including $83,600 in civil penalties, $20,000 in back pay for any injured parties, training, and monitoring. Complaint Press Release Complaint, Technical Marine Maintenance Texas (Unfair Documentary Practices) July 2017. Provisional Staffing Solutions (Unfair Documentary Practices) May 2017. Mexico Foods, LLC (Unfair Documentary Practices) April 2014. The settlement agreement requires Security to agree to train relevant employees about the anti-discrimination requirements of 8 U.S.C. The trial court granted Allied's summary judgment motion. Triple H Services, Inc. (Citizenship Status) June 2018. 1324b(a)(1) and (a)(6). On October 10, 2012, the Department of Justice issued a press release announcing a settlement agreement with Tuscany Hotel and Casino resolving a lawsuit alleging the company discriminated against certain non-U.S. citizens during the employment eligibility verification and reverification processes by requesting those individuals to provide more or different documents or information than required under Form I-9 rules based on their citizenship status. On November 10, 2010, the Department of Justice issued a press release announcing a settlement agreement with Hoover, Inc., resolving allegations that it engaged in a pattern or practice of employment discrimination by requiring all permanent residents who presented a green card for I-9 purposes, to produce a new one when theirs expired. During the investigation, the company voluntarily reinstated the Charging Parties and paid them $7,200 in back pay. Under the terms of the settlement, Mortons agreed to provide back pay in the amounts of $2,880 and $5,715.62 to two employees, pay a $2,200 civil penalty to the U.S. Treasury, and train Mortons Portland employees on federal protections for workers against citizenship status and national origin discrimination. Under the terms of the settlement agreement, the Respondents paid a combined $1,450 in civil penalties, provided back pay to both charging parties, and will undergo training. Secure .gov websites use HTTPS Pyramid Consulting, Inc. (Citizenship Status and Unfair Documentary Practices) May 2021. IERs investigation concluded that there was reasonable cause to believe Mr. Ks discriminated against the charging party, a lawful permanent resident, by rejecting her valid documentation establishing her work authorization and requesting more or different documents than necessary based on the workers citizenship status and/or national origin. IERs investigation found that from April to September 2020, Aero Precision limited hiring to just U.S. citizens and lawful permanent residents, placing unnecessary hiring restrictions on its workforce in violation of the Immigration and Nationality Act. Imagine School, Inc. (Unfair Documentary Practices) May 2012. IERs investigation concluded that a company recruiter incorrectly told the electrician that the company only hired U.S. citizens. Under the terms of the settlement, Washington Potato is required to pay $100,000 in civil penalties to the United States, train relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. SAN DIEGO - Universal Protection Services, LP, dba Allied Universal Security Services, a nationwide private security services company, will pay $90,000 and furnish other relief to settle a religious discrimination lawsuit filed by the U.S. On March 21, 2016, the Division signed a settlement agreement with Barrios Street Realty and its agent, Jorge Arturo Guerrero Rodriguez, resolving claims that Barrios Realty and Guerrero Rodriguez discriminated against qualified U.S. workers by preferring to hire foreign workers under the H-2B visa program. The settlement also requires Microsoft to be subject to departmental monitoring and reporting requirements. OnDecember 10, 2018, the Division signed a settlement agreement with Walmart Inc. resolving a charge-based and related independent investigation into Walmarts employment eligibility verification practices in Fort Worth, Texas. The settlement agreement requires ESGW to pay a civil penalty of $6,186, train relevant employees about the anti-discrimination requirements of 8 U.S.C. (Unfair Documentary Practices) March 2018. The settlement agreement requires the company to pay the electrician over $24,500 in front pay/back pay, train relevant employees about the anti-discrimination requirements of 8 U.S.C. MicroLink Devices (Citizenship Status) August 2012. On November 24, 2020, IER signed a settlement agreement with Security USA, LLC (Security) resolving claims by a Charging Party (CP) that the company made unnecessary and excessive document demands in violation of 8 U.S.C. Hoover, Inc. (Citizenship Status, Unfair Documentary Practices) November 2010. IERs investigation found that the company initially offered the Charging Parties crop harvesting jobs, but then falsely told them that the harvesting work was no longer available and instead offered them warehouse packing jobs with a lower hourly wage. 1324b and how to contact OSC, and be subject to departmental monitoring of its hiring and recruiting practices for a period of three years. IERs investigation found that ESGW, a non-profit organization headquartered in Great Falls, MT, which also operates in Utah, Idaho and Wyoming, discriminated against an asylee by rejecting her documents that were valid proof of work authorization and demanding different documents to verify her employment eligibility, based on her immigration status. The settlement agreement requires Olivarez Harvesting to pay the Charging Parties back pay for the missed work opportunity, pay a civil penalty to the United States, post notices informing workers of their rights, and undergo training and reporting and monitoring requirements. For more information or questions about distribution, please contact Class/Plaintiffs' counsel (Scott Cole at scole@scalaw.com / (510) 891-9800) . Hilton Worldwide, Inc. (Unfair Documentary Practices) March 2015. The investigation stemmed from a charge filed by a naturalized U.S. citizen who received a tentative nonconfirmation (TNC) in E-Verify, but ComForcare failed to provide the Charging Party with written notice of her TNC but instead, demanded that she produce a specific List A document (i.e., an "alien card"). On May 9, 2019, the Division filed a complaint with the Office of the Chief Administrative Hearing Officer against Chancery Staffing Solutions LLC, a temporary staffing agency, alleging that the company is responsible for a pattern or practice of citizenship status discrimination in violation of 8 U.S.C. The Divisions investigation revealed sufficient evidence to show that Respondent had a pattern or practice of requesting List A documents from newly-hired lawful permanent residents (LPRs) because of their citizenship status, while not making similar requests of U.S. citizens. On June 10, 2015, OCAHO granted OSCs motion for summary decision against Estopy Farms. Advertising. Nebraska Beef, Ltd (Unfair Documentary Practices) October 2015. Rio Grande Pak Foods, Ltd. (Unfair Documentary Practices) January 2016. On, May 6, 2010, the Division reached a settlement agreement with Argosy University in Nashville, Tennessee, and its parent company, Education Management Corporation (EDMC) of Pittsburgh, to resolve allegations that Argosy refused to hire a lawful permanent resident because of his citizenship status and intimidated him for reporting the schools refusal to hire. On May 23, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with ISS Facilities Company, to resolve allegations that the company engaged in a pattern or practice of Unfair Documentary Practices by requiring non-citizen employees to produce a List A I-9 document issued by the U.S. Department of Homeland Security, instead of allowing individuals the choice to produce List C documents. Some of the residency programs are required to pay a civil penalty, totaling $141,500; AACPM is also required to pay a civil penalty of $65,000, and to refund the charging party fees the charging party paid to use the online service containing the discriminatory postings. This difference in treatment violates 8 U.S.C. On April 9, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with Milestone Management, LLC, to resolve allegations that the company improperly required lawful permanent residents to produce unexpired resident alien cards when their documents expired, despite their presentation of proper documentation upon their hiring, but did not require U.S. citizens to present unexpired documents. 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