Bianchi Home Care, Inc. (Citizenship Status) March 2022. McDonalds USA, LLC (Unfair Documentary Practices) November 2015. On December 19, 2012, the Justice Department issued a press release announcing that it reached a settlement agreement with R-Tronics, LLC, a company based in Rome, New York, which manufactures custom and prototype electronic equipment. Under the terms of the settlement agreement, the Respondent agreed to pay $750 in civil penalties and pay the Charging Party $7,007.75 in back pay. On June 15, 2016, the Division signed a settlement agreement with Montgomery County Public Schools (MCPS) resolving allegations of unfair documentary practices against two work-authorized individuals based on citizenship status in violation of 8 U.S.C. Settlement Press Release Settlement Agreement Complaint Press Release Complaint, Restwend, LLC (Citizenship Status) April 2011. On September 3, 2019, IER signed a settlement agreement with Allied Universal Holdco, LLC (Allied Universal), which had acquired U.S. Security Associates (USSA), to resolve a reasonable cause finding that a USSA branch office had violated the anti-discrimination provision of the Immigration and Nationality Act. 2021: up to $3.5 million, payable 14 business days after the settlement's effective date 2022: up to $5 million, payable on the first anniversary of the effective date 2023: up to $7.5 million, payable on 2-year anniversary of the effective date 2024: up to $8.5 million, payable on 3-year anniversary of the effective date The company also agreed to training and monitoring requirements for a period of 18 months. Under the settlement agreement, SK Food Group will identify and provide back pay to individuals who suffered lost wages between July 2012 to the present, as a result of the company's alleged discriminatory documentary practices; pay $40,500 in civil penalties to the United States; undergo training on the anti-discrimination provision of the INA; and be subject to monitoring of its employment eligibility verification practices for one year. Mortons Steakhouse (Citizenship Status, Unfair Documentary Practices) June 2010. MJFT Hotels of Flushing LLC (Citizenship Status) November 2018. Omnicare Health (Citizenship Status) January 2018. Martin Farms was also subject to department monitoring. Collins Management Corporation (Citizenship Status, Unfair Documentary Practices) December 2010. resolving a reasonable cause finding that the companys employment eligibility verification practices at its Bolingbrook, Illinois plant violated the anti-discrimination provision of the Immigration and Nationality Act. The settlement also requires Hallaton to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. Under the settlement agreement, Facebook will pay a civil penalty of $4.75 million to the United States, pay up to $9.5 million to eligible victims of Facebooks alleged discrimination, and train its employees on the anti-discrimination requirements of 8 U.S.C. 1324b(a)(1)(B) by requiring applicants for deputy sheriff positions to be citizens in the absence of a law, regulation, or government contract requiring citizenship. The trial court granted Allied's summary judgment motion. Allied Universal Security Services, a security company that employs more than 800,000 workers, and many of its affiliates, are facing several claims and class actions alleging that they owe employees unpaid wages in the aftermath of a 2021 data breach that threw a wrench in the companies' timekeeping system. No proof of purchase is required. ASTA CRS, Inc. (Citizenship Status) July 2020. Holding Co. Inc., resolving an investigation of a pattern or practice of hiring discrimination based on citizenship status. 1324b(a)(6). The complaint alleges that Crop Production imposed more burdensome requirements on U.S. workers than it did on H-2A visa workers to discourage U.S. workers from working at the facility. On November 12, 2020, the Division signed a settlement agreement with IAS Logistics DFW, LLC, d/b/a Pinnacle Logistics (Pinnacle Logistics) resolving a claim that the company asked an asylee worker to provide an additional, DHS-issued document to prove his employment eligibility, even though he had already presented sufficient documentation establishing his work authorization, and then terminated his employment when he could not comply with the companys unlawful request. IER determined that the electrician was qualified for the job and that the company would have hired him if had he and his wife had not objected. A Saskatchewan-based class action lawsuit filed for certification alleges coerced sterilization of Indigenous women is yielding reports from more than one hundred women across Canada who say they . A "class action" lawsuit is one in which a group of people with the same or similar injuries caused by the same product or action sue the defendant as a group. Under the terms of the expected settlement agreement, Constructor Services will pay $18,000 in civil penalties to the United States and be subject to monitoring of its hiring practices by the Division for a period of two years. Under the settlement agreement, the company will train its employees on anti-discrimination obligations, and be subject to departmental reporting requirements. Among other things, the agreement required Kmart to pay the charging party $13,800 in back pay to the Charging Party, pay $14,000 in civil penalties to the United States, and ensure that relevant human resources personnel participate in training on the anti-discrimination provision of the INA. 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. Settlement Press ReleaseSettlement Agreement, Freedom Home Care, Inc. (Unfair Documentary Practices) January 2016. On May 7, 2020, the Division signed a settlement agreement with Randstad North America, Inc., to resolve claims arising from a charge-based investigation into the companys Form I-9 and E-Verify practices at its South Plainfield, New Jersey, location. The Division's investigation established that the Office of the Sheriff improperly restricted law enforcement positions to U.S. citizens notwithstanding the fact that no law, regulation, executive order or government contract authorized it to restrict employment in this manner. On July 14, 2011, the Department issued a press release announcing it filed a complaint against Mar-Jac Poultry Inc. alleging that it required all newly-hired non-U.S. citizen employees to present documents issued by the Department of Homeland Security for the Form I-9. The departments independent investigation, initiated based on a call to IERs worker hotline, also found evidence that the company repeatedly asked lawful permanent residents, refugees and asylees to undergo an evaluation of their need for sponsorshipto work even though they do not require sponsorship to work in the U.S. The Divisions investigation was based on a referral from USCIS, and 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. Washington Potato Company (Unfair Documentary Practices) November 2016. Equal Employment Opportunity Commission (EEOC), the agency announced today. Under the terms of the agreement, Omnibus Express will establish a $208,000 back pay fund to compensate victims, pay $37,800 in civil penalties to the United States, and be subject to departmental monitoring of its hiring and recruiting practices for a period of two years. Under the terms of the settlement agreement, Honda Aircraft will pay a civil penalty of $44,626, and remove all specific citizenship requirements from current and future job posting unless they are authorized by law. Under the agreement, Hines agreed to pay a total of $160,000 in civil penalties and back pay. On September 7, 2016, the Division issued a press release announcing it reached a settlement agreement with Cumberland Staffing Inc. d/b/a Atwork Cumberland Staffing (ACS), resolving claims that it discriminated against work-authorized immigrants and naturalized U.S. citizens in violation of the anti-discrimination provision of the Immigration and National Act. IERs investigation concluded that a company recruiter incorrectly told the electrician that the company only hired U.S. citizens. Despite receiving applications from these available U.S. workers, Spike filled the positions with H-2B visa workers, claiming that it could not find qualified and available U.S. workers. 1324b(a)(1) and (a)(6). Rose Acre Farms, Inc. (Unfair Documentary Practices) June 2012. The Divisions investigation established that the Aldine Independent School District (Aldine) engaged in a pattern or practice of discriminatory documentary practices based on citizenship status in violation of 8 U.S.C. On June 6, 2022, IER signed a settlement agreement with Temple Beth El to resolve IERs reasonable cause finding that it discriminated against a lawful permanent resident in violation of 8 U.S.C. Under the settlement agreement, Around the Clock will pay $3,600 in civil penalties to the United States, and pay nearly $900 in back pay plus interest to the Charging Party. On December 29, 2010, the Department of Justice issued a press release announcing a settlement agreement with Collins Management Corporation resolving allegations that it unlawfully fired and later refused to rehire a lawful permanent resident in violation of the anti-discrimination provision of the Immigration and Nationality Act (INA). 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. Imagine School, Inc. (Unfair Documentary Practices) May 2012. Civil penalties and back pay, Unfair Documentary Practices ) June 2010 (. 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