Best Packing Services Employment Agency, Inc. (Unfair Documentary Practices) August 2012. In addition to requiring the four employers to pay civil penalties totaling $832,944, and each must undergo training and change its recruiting practices to avoid future discriminatory postings. 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. Settlement Press ReleaseSettlement Agreement, Nebraska Beef, Ltd (Unfair Documentary Practices) August 2015. Provisional Staffing Solutions (Unfair Documentary Practices) May 2017. 1324b(a)(6). Settlement Press Release Settlement Agreement, G4S Secure Solutions USA, Inc (Citizenship Status) March 2021. As part of the settlement agreement, UNFI will pay $3,190 in civil penalties to the government and has already paid full back pay to the Charging Party. 29 November 2019. IERs investigation found that SV Donuts unlawfully rejected a charging partys valid Form I-9 documents and requested an additional immigration document because of his status as a non-U.S. citizen, and delayed hiring him because he failed to present the requested additional document. The settlement agreement requires the Company to, among other things, pay $14,430 in civil penalties, pay $11,177.60 in back pay to the charging party, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. When UPS received the notification, the company asked the worker for additional documents instead of checking for a simple data entry error, as the company did when it received such notices for U.S. citizen workers. E-Verify is an Internet-based electronic verification system used by employers and administered by USCIS that confirms an individual's employment eligibility. Under the terms of the settlement agreement, Indrescom agrees to pay $7,000 in back pay to the charging party, train its human resources personnel about employers' responsibilities to avoid discrimination in the employment eligibility verification process, and to be subject to reporting and compliance monitoring requirements for three years. The authorities seek restitution for students and federal sanctions, as well as a preliminary injunction that bars Ashford from "potential comparable operations." Please note that what you need to do to be part of a settlement varies depending on the settlement structure. The settlement requires Navajo to undergo training, make policy changes, be subject to monitoring, and pay a civil penalty of $45,000. As part of the agreement, the company agreed to pay a civil penalty and be subject to departmental training and monitoring requirements. CarMax will pay $186,480; Axis Analytics will pay $53,872; Capital One Bank will pay $49,728; and Walmart will pay $41,440. The Divisions investigation made a reasonable cause finding that from January 1, 2018 to July 30, 2020, LNKs Human Resources department engaged in a pattern or practice of: (1) requesting specific documents from lawful permanent residents to prove their citizenship status, and (2) requiring asylees and refugees to provide Employment Authorization Documents during the employment eligibility reverification process in violation of 8 U.S.C. Under the settlement agreement, MCPS will pay $4,450 in back pay to each of the two charging parties and be subject to a monitoring period of one year. Maricopa County Community College District (Unfair Documentary Practices) May 2011. The FDA has cautioned parents to avoid Similac, Alimentum, and . 1324b and how to contact OSC, and be subject to departmental monitoring of its hiring and recruiting practices for a period of three years. In this lawsuit, filed January 2019 in a Georgia federal . On December 6, 2019, the Division signed a settlement agreement with Onin Staffing, LLC (Onin), resolving a claim arising from its investigation into the companys Form I-9 and E-Verify practices in McAllen, Texas. The settlement resolves the department's claims that Select Staffing violated the Immigration and Nationality Act (INA) by requiring non-U.S. citizens, but not similarly-situated U.S. citizens, to present specific documents during the employment eligibility verification process to establish their work authority. On October 19, 2021, the Division reached a settlement with Facebook, Inc., resolving claims that Facebook discriminated against U.S. workers (U.S. citizens, U.S. nationals, refugees, asylees, and recent lawful permanent residents) in its recruitment and hiring practices, in violation of 8 U.S.C. 1324b(a)(6). On January 4, 2012, the Department of Justice issued a press release announcing it reached settlement agreement with the University of California San Diego Medical Center, resolving a complaint filed on December 6, 2011, alleging that the medical center failed to comply with proper employment eligibility verification processes for non-citizens who are authorized to work in the United States. Several companies agreed to settle allegations of Telephone Consumer Protection Act violations, and one of those could amount to $100 per text. IERs investigation found that Amiga posted at least six facially discriminatory job advertisements in 2021. Settlement Press Release Settlement Agreement, Motorcoach Class A Transportation, Inc. (Unfair Documentary Practices) September 2014. On September 14, 2021, the Division signed a settlement agreement with Challenger Sports Corp. (Challenger) to resolve a reasonable cause finding that Challenger violated of 8 U.S.C. On October 18, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with the Arapahoe County, Colo. Office of the Sheriff resolving allegations that the Office of the Sheriff violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by improperly restricting law enforcement positions to U.S. citizens only. Onward Healthcare, Inc. (Citizenship Status) March 2012. The reporting requirements require, among other things, providing information pertaining to the companys efforts to recruit domestic applicants for positions if it seeks foreign laborers through the H-2A program. In a related bilateral agreement between the company and the Charging Party, Giant agreed to pay the Charging Party $18,000 in back pay. Monitoring/reporting period expires July 9, 2018. Under the settlement agreement, WinCraft is required to pay a civil penalty of $5,400 to the United States, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements over the term of the agreement. On August 7, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Travel Management Company, a private airplane charter company, resolving allegations that the company had a U.S. citizenship requirement for its commercial pilot positions and that the company eliminated non-citizens from consideration for employment on the basis of citizenship status. On June 25, 2018, IER signed a settlement agreement with J.C. Penney Corporation, Inc. (the Company) resolving a charge-based and a related independent investigation into the Companys employment eligibility verification practices nationwide. 1324b(a)(6) by requiring non-citizens, but not citizens, to present specific types of documents as part of its employment eligibility reverification process. These non-U.S. citizen employees often presented documents that did not require reverification of employment eligibility. The settlement also requires PMM to train employees on the requirements of the INAs anti-discrimination provision and subjects it departmental monitoring and reporting requirements for three years. On February 25, 2019, IER reached a settlement with CFA Institute (CFAI), to resolve a reasonable cause finding that the company violated the Immigration and Nationality Acts anti-discrimination provision by preferring to hire as exam graders CFAI members with H-1B or similar high-skill temporary visas over its U.S. worker members, based on citizenship status. 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. Crookham Company (Unfair Documentary Practices) June 2016. On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). As part of the settlement agreement, Afni agreed to pay back pay to the charging party and a civil penalty to the United States. The Divisions investigation determined that Ichiba, a ramen restaurant in New York City, denied a qualified applicant employment in the summer of 2017 because it preferred to hire wait staff of Japanese or Korean national origin. The Divisions investigation concluded that Themesoft, Inc. refused to consider an asylee for employment because of his citizenship status. How to Build a World-Class Manned Protection Force. Settlement Press Release Settlement Agreement, Life Generations Healthcare, LLC d/b/a Generations Healthcare (Unfair Documentary Practices) December 2014. Under the settlement agreement, Collabera will pay $53,000 in civil penalties, provide back pay of $35,475.92 to one discrimination victim, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements. Settlement Press Release Settlement Agreement, Panda Restaurant Group, Inc. (Unfair Documentary Practices) June 2017. Security Management of South Carolina, LLC (Citizenship Status) October 2020. NSD2168/2019 external link RAYMOND BOULOS v M.R.V.L. Huber unlawfully preferred to hire visa holders and subjected the lawful permanent residents to different selection standards and increased scrutiny. The agreement also requires certain employees to attend training on the INAs anti-discrimination provision and ensure that trained personnel review future job advertisements. Under the agreement, Nebraska Beef will: pay $200,000 in civil penalties to the United States; establish an uncapped back pay fund to compensate workers who may have lost pay because of the companys documentary practices and issue notice to workers about how they may claim back pay; and submit to training and compliance monitoring for two years. On June 27, 2011, the Department of Justice issued a press release announcing it filed a complaint against Farmland Foods, Inc. alleging the company required newly-hired non-U.S. citizen employees to present specific, and sometimes extra, work authorization documents than required by law. On June 19, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Rose Acre Farms, Inc., one of the largest egg producers in the country, alleging that it had engaged in a pattern or practice of discrimination against work-authorized non-citizens in the employment eligibility verification process. Back in December 2020, a class action lawsuit was filed against HP in a district court in Northern California. United General Bakery (Unfair Documentary Practices) July 2019. (Unfair Documentary Practices) March 2018. On December 28, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with BAE Systems Ship Repair Inc. to resolve allegations that its subsidiary, BAE Systems Southeast Shipyards Alabama LLC, engaged in a pattern or practice of Unfair Documentary Practices on work-authorized non-U.S. citizens. Omnicare Health (Citizenship Status) January 2018. Griffith will receive $15,000 and George, Anderson, and Eggleston will get $5,000 each, according to the filing. The settlement requires Amiga to pay $24,864 in civil penalties, undergo training, and be subject to monitoring. . The class-action lawsuit includes drivers who owned or leased the following vehicles with 2.0-liter or 2.4-liter gasoline direct injection engines: 2011-2019 Hyundai Sonata 2013-2019 Hyundai Santa . Under the settlement agreement, Rio Grande will also pay $1,800 in civil penalties, and designated human resources and managerial personnel must undergo training by the Office of Special Counsel. Abbott Baby Formula. The Department also concluded that the SKP human resource staffer further retaliated against the former employee by spreading misinformation about him to colleagues to prevent him from being rehired. terminated or failed to hire a worker who did not produce the requested List A documentation. The investigation also revealed that the Glendale store had subjected four other non-citizens to improper requests for specific documents. The School Board of Miami-Dade County, Florida (Unfair Documentary Practices) October 2015. 1324b and undergo departmental monitoring for two years. The Divisions investigation, based on a charge filed by a lawful permanent resident, established that Levys Barclay Arena restaurant improperly reverified the continued work authority of two permanent residents. 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). 1324b(a)(1)(B). According to the settlement agreement in U.S. District Court in Los Angeles, Transamerica will pay up to $88 million in account value . During the investigation, the company voluntarily reinstated the Charging Parties and paid them $7,200 in back pay. Share sensitive information only on official, secure websites. AllianceIT (Citizenship Status) August 2020. On February 22, 2023, IER secured a settlement with Amiga Informatics Inc. (Amiga) to resolve IERs reasonable cause finding that the company engaged in citizenship status discrimination, in violation of 8 U.S.C 1324b(a)(1)(B). The Divisions investigation, based on a charge filed by a lawful permanent resident, established that Levys Barclay Arena restaurant improperly reverified the continued work authority of two permanent residents, required those work-authorized non-citizens to present specific types of documents to confirm their continued work authority, and suspended one of those non-citizens (the Charging Party) when he was unable to present the required specific document. In doing so, Ameritech harmed U.S. workers by both unlawfully deterring many of them from applying, and failing to fairly consider hiring those who nevertheless applied. Tuscany Hotel and Casino, LLC (Unfair Documentary Practices) October 2012. Arnold & Porter Kaye Scholer, LLP and Law Resources, Inc. (Citizenship Status and Retaliation) July 2020. The agreement resolves allegations that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by limiting its practices to U.S. citizens. On May 19, 2010, the Division signed a settlement agreement with the John Jay College of Criminal Justice in New York, New York resolving a charge by a Charging Party of discrimination during the Form I-9 process. Standard TyTape Company, Inc. (Unfair Documentary Practices) February 2015. 1324b(a)(1)(B). The settlement agreement requires Allied Universal to, among other things, pay $194,000 in civil penalties, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and undergo department monitoring for a two-year period. 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. Under the settlement agreement, the company will pay $40,600 to the United States, and conduct enhanced U.S. worker recruitment and advertising for future positions. Around the Clock Dispatch, Inc. (Retaliation) July 2021. Huber has agreed to pay $2,250 in civil penalties to the United States and $59,617 in back pay to the six lawful permanent residents. IERs investigation therefore concluded that WesPak engaged in unfair documentary practice based on citizenship status, in violation of 8 U.S.C. Under the terms of the settlement agreement, Advantage home Care will pay $1,633 in back pay to the charging party, and $46,575 in civil penalties to the United States. Adaequare, Inc. (Citizenship Status) March 2021. Settlement Press Release Settlement Agreement. Priority Construction, Inc. (Citizenship Status) October 2021. 1324b. On April 26, 2011, the Department of Justice issued a press release announcing a settlement agreement with Restwend LLC, the corporate owner of several Wendy's restaurants in Maine, resolving allegations that it had a policy of refusing to hire non-U.S. citizens. 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. Under the provisions of the agreement, the Denver Sheriff Department will among other things, pay $10,000 in civil penalties, eliminate any citizenship requirements in current and future postings for the deputy sheriff position, and ensure that its staff members are properly trained. On August 1, 2018, the Division signed a settlement agreement with Rose Acre Farms, Inc. (Rose Acre), one of the largest egg producers in the United States, resolving the Divisions suit alleging that the company discriminated against work-authorized non-U.S. citizens when verifying their work authorization. Under the agreement, Master Klean will pay $75,000 in civil penalties to the United States, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for one year. Eastridge Workforce Solutions (Unfair Documentary Practices) August 2016. 1324b(a)(1). 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. 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. On December 6, 2018, the Division reached a settlement agreement with Mrs. Fields Original Cookies, Inc. (Mrs. Fields) to resolve a reasonable cause finding that Mrs. Fields violated the anti-discrimination provision of the Immigration and Nationality Act by discriminating against work-authorized non-U.S. citizens during the employment eligibility verification process. The company did not utilize these additional procedures when it ran U.S. Citizens through E-Verify. The settlement agreement requires the company to pay $1,400 to the U.S. Treasury and over $13,000 in back pay to the worker, train relevant employees about the anti-discrimination requirements of 8 U.S.C. Settlement Press Release Settlement Agreement, JP Senior Healthcare, LLCand JP Senior Management, LLC(Unfair Documentary Practices) August 2021. 1324b(a)(6) by requiring non-citizens, but not U.S. citizens, to present specific types of documents as part of its employment eligibility verification process. 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 November 22, 2016, the Division signed a settlement agreement resolving its investigation of Aldine Independent School District. On January 31, 2006, the Division signed an agreement with Hispanic Associations of Colleges and Universities (HACU) addressing allegations that HACUs intern recruitment practices were in violation of the INAs anti-discrimination provision. On November 14, 2016, the Division filed a complaint against Washington Potato Company and Pasco Processing with the Office of the Chief Administrative Hearing Officer (OCAHO) alleging that Pasco Processing, while under the direction and control of one of its parent companies, Washington Potato, engaged in a pattern or practice of discriminatory documentary practices in violation of 8 U.S.C. IER concluded that Amtex used recruiters working abroad who engaged in a pattern or practice of implementing clients unlawful citizenship or immigration status preferences for job candidates in or around January 2021 by: a) emailing job ads with discriminatory preferences that deterred potential candidates from applying, and b) refusing to consider at least two protected U.S. worker candidates for OPT preferred job opportunities, based on their citizenship or immigration status. Farmland Foods, Inc. (Unfair Documentary Practices) August 2011, Settlement Press Release Settlement Agreement, Summit Steel Fabricators (Unfair Documentary Practices) August 2011, Brand Energy and Industrial Services (Unfair Documentary Practices) July 2011. In addition to paying $500.00 in civil penalties and back pay to the Charging Party in the amount of $2,000.00, Beauty Smart has agreed to train all human resources personnel on their responsibilities under the anti-discrimination provision of the INA, implement a policy prohibiting discrimination on the basis of citizenship status and national origin, and post an equal opportunity statement on its premises for a period of two years. Case No. The Divisions investigation also found that Themesoft, Inc. requested that the same candidate produce a specific document to prove his citizenship status. Advantage Home Care (Unfair Documentary Practices) October 2012. The Department also concluded that the Woodburn School District pre-screened the applicant when it asked for specific documentation to verify the applicants citizenship status and work authorization, but did not make similar requests of U.S. citizens, in violation of 1324b(a)(6). 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