Under the agreement, Palmetto is required to pay $42,000 in civil penalties to the United States, participate in IER-provided training on the anti-discrimination provision of the INA, make $35,000 available to fund back pay awards to U.S. workers denied employment, and be subject to departmental monitoring and reporting requirements for a three-year period. 1324b(a)(1), by refusing to hire him because of his status as a conditional Lawful Permanent Resident even though the Districts hiring committee rated him as the most qualified applicant. Several companies agreed to settle allegations of Telephone Consumer Protection Act violations, and one of those could amount to $100 per text. 24 December 2019. 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. 1324b when verifying the workers work authorization. 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. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. Four of these advertisements sought only U.S. citizens and lawful permanent residents, thereby deterring others with permission to work in the U.S. without sponsorship, including asylees and refugees, from applying and receiving fair consideration for the employment opportunities. 1324b(a)(1)(B). On August 25, 2021, IER signed a settlement agreement with Ascension Health Alliance (Ascension), resolving a reasonable cause finding that Ascension discriminated against non-U.S. citizens (U.S. nationals, lawful permanent residents, asylees, and refugees) by requesting more or different documents than necessary during the employment eligibility reverification process. 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 Charging Party did not seek reinstatement because she has full-time employment. SD Staffing (Citizenship Status) January 2014. American Association of Colleges of Podiatric Medicine (AACPM), Prestigious Placement Settlement Agreement. 1324b(a)(1). The Divisions investigation found that between December 2015 and February 2016, ACSs Cookeville office created and published a job posting stating that applicants for machine operator positions at a client company must present a U.S. birth certificate, even though there was no legal authorization for such requirement. Provisional Staffing Solutions (Unfair Documentary Practices) May 2017. On December 22, 2010, the Department entered into a settlement agreement with Oakwood Health Promotions resolving allegations that its Ashville, N.C., facility unlawfully discriminated against a lawful permanent resident by rejecting her employment eligibility verification documents and rescinding an offer of employment. On May 9, 2017, the Division signed a settlement agreement with Respondent resolving an investigation into the companys Form I-9 employment eligibility verification practices. Best Class Action Lawsuits 2022 How to File Claim for Class Action Lawsuits Step One: Find Products You Purchased Step Two: Fill Out the Claim Form Step Three: Get your Check in the Mail Take a look of our list to find open settlements for products you may have purchased. 1324b(a)(6). The agreement requires the company to train personnel on avoiding discrimination in the hiring or recruitment or referral for a fee processes, make policy changes, and be subject to departmental monitoring and reporting requirements for a three-year period. A Manhattan security guard has filed a class-action lawsuit against Allied Universal, which provides security guards to retail stores, hospitals and other locations, alleging the company. 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. Griffith will receive $15,000 and George, Anderson, and Eggleston will get $5,000 each, according to the filing. The company recruits employees using a foreign company as its agent, and directly hires them to perform IT work for NSA clients. 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. Settlement Press Release Settlement Agreement, Diversified Business Consulting (Citizenship Status) December 2014. According to the settlement agreement in U.S. District Court in Los Angeles, Transamerica will pay up to $88 million in account value . Hispanic Association of Colleges and Universities (HACU) (Citizenship Status) January 2006. Hartz is also required to pay a civil penalty of $1,400, and be subject to department monitoring. 100+ Top Class Action Lawsuits No Proof Required [2023] Check our list of all the open top class action lawsuits. On May 17, 2017, the Division signed a settlement agreement with Respondents resolving a lawsuit alleging that Respondents Form I-9 employment eligibility verification practices violated the anti-discrimination provision of the Immigration and Nationality Act. Under the settlement, SMSC will pay a $60,000 civil penalty to the United States, establish a $75,000 back pay fund for affected workers, train their staff on 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. Without proof of purchase $9.75 per household. On December 9, 2015, an OSC attorney gave a webinar presentation to the two co-owners pursuant to a court Order. Pursuant to the settlement agreement, Stellar Staffing will pay $2,250 in civil penalties, receive training on the anti-discrimination provision of the INA, and be subject to monitoring for one year. 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. Mexico Foods, LLC (Unfair Documentary Practices) April 2014. Catholic Healthcare West (Unfair Documentary Practices) October 2010. Amiga Informatics, Inc. (Citizenship Status) February 2023. Settlement Press ReleaseSettlement Agreement, Freedom Home Care, Inc. (Unfair Documentary Practices) January 2016. R.E.E., Inc. d/b/a McDonald's (Unfair Documentary Practices and Citizenship Status) August 2019. The District serves suburban and rural communities in Marion County, Oregon. 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. Rio Grande Pak Foods, Ltd. (Unfair Documentary Practices) January 2016. Under the terms of the settlement, Respondent will pay $16,290 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. Centerplate, Inc. (Unfair Documentary Practices) January 2013. 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. Isabella Geriatric Center (Unfair Documentary Practices) August 2014. Themesoft, Inc. (Citizenship Status and Unfair Documentary Practices) April 2018. Under the terms of the agreement, Aldine is required to, among other things, pay $140,000 in civil penalties to the United States, modify its policies and practices to conform to applicable anti-discrimination requirements, and develop and conduct a multi-year school-based educational program to train students, students parents, and employees on the rights and responsibilities of employers and employees under the anti-discrimination provision of the Immigration and Nationality Act. The Agency Staffing (Unfair Documentary Practices) February 2013. Specifically, IERs investigation found that from at least May 8, 2019, to September 21, 2019, Ikon posted at least eight job advertisements for information technology (IT) positions that solicited applications from non-U.S. citizens with immigration statuses associated with certain employment-based visas and, in so doing, harmed U.S. workers by unlawfully deterring or failing to fairly consider them for hire, including the Charging Party. On September 9, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with Kelly Services, Inc., resolving an allegation of citizenship status discrimination in the employment eligibility re-verification process. On February 8, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Avant Healthcare Professionals to resolve allegations that the company engaged in a pattern or practice of citizenship status discrimination by posting job advertisements impermissibly preferring foreign-trained individuals seeking permanent residence or H-1B visa sponsorship over U.S. workers. 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. Hartz Mountain Industries (Citizenship Status) August 2016. Settlement Press Release Settlement Agreement, Masterson Staffing Solutions (Unfair Documentary Practices and Citizenship Status) January 2023. On June 3, 2020, IER signed a settlement agreement with ChemArt, a Rhode Island manufacturing company, resolving claims that the company discriminated against a worker during the employment eligibility verification process and then retaliated against her. 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. MOBILE EMERGENCY HOUSING CORP. and TRACK RAT ENTERPRISES, INC. d/b/a PERFORMANCE AUTOMOTIVE & TIRE CENTER are taking legal action against HP for rendering their HP printers unusable. On October 17, 2016, the Division signed a settlement agreement resolving its investigation of American Cleaning Company (ACC). 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. American Education and Travel Services (Citizenship Status) March 2011. The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) initiated its investigation based on a charge that a charging party lawful submitted after her hiring was delayed at a store in Glendale, California. To see the list, click the direct. Valley Crest Companies (Citizenship Status) May 2010. 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. United Continental Holdings, Inc./United Airlines, Inc. (Unfair Documentary Practices) September 2014. On May 24, 2021,the Division signed a settlement agreement with Pyramid Consulting, Inc. (Pyramid), resolving a claim that Pyramid engaged in unlawful citizenship status discrimination and unfair documentary practices, in violation of 8 U.S.C. E-Verify is an Internet-based electronic verification system used by employers and administered by USCIS that confirms an individual's employment eligibility. Professional Maintenance Management (Unfair Documentary Practices) October 2022. Huber has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the one-year term of the agreement. Avis Budget e-Toll Related Charge Class Action Lawsuit. Sunny Grove Landscaping & Nursery, Inc. (Unfair Documentary Practices) November 2015. 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. Freeze Pack (Unfair Documentary Practices) November 2017. Under the settlement agreement, Holliswood will pay $1,182 in back pay to the Charging Party, and $5,000 in civil penalties to the United States. Best Packing Services Employment Agency, Inc. (Unfair Documentary Practices) August 2012. The Division's investigation concluded that Paramount Staffing's Hanover Park, Illinois location routinely requested specific DHS-issued documentation from lawful permanent residents for the employment eligibility verification processes (Form I-9 and E-Verify) while not making similar demands of U.S. citizens. The anti-discrimination provision of the INA does not permit employers to express or imply a preference for temporary visa holders over U.S. workers. School Board of Palm Beach County (Unfair Documentary Practices) November 2020. 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. IERs investigation concluded that the company, which recruits workers for other entities, engaged in discrimination in the hiring or recruitment/referral for a fee processes by considering only applicants who were U.S. citizens and lawful permanent residents when filling a job for a client. 1324b. ComForcare 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. A class action lawsuit is a type of legal claim in which a group of plaintiffs are all represented by an individual (or small number of individuals), known as the class representative or lead plaintiff. 1324b, and to ensure that relevant human resources officials participated in specialized OSC-approved or provided training on the anti-discrimination provision of the INA. On December 20, 2019, the Division signed a settlement agreement with Adecco USA Inc. (Adecco), resolving investigations into the companys employment eligibility verification policies and practices. City of Eugene Police Department (Citizenship Status) August 2015. AQUESTIVE THERAPEUTICS: Robbins Geller Announces Class Action ARCH INSURANCE: Bid for Class Status Must be Filed by Oct. 20 ATHENEX INC: Robbins Geller Reminds Investors of May 3 Deadline . 1324b(a)(6), and to ensure that relevant human resources officials participated in OSC-provided or approved training on the anti-discrimination provision of the INA. On April 21, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with SK Food Group, Inc., a company headquartered in Seattle, Washington, resolving claims that the company engaged in citizenship status discrimination in violation of the Immigration and Nationality Act (INA). 1324b(a)(6). As part of the settlement agreement, Canvas Corporation will pay $10,397 to an identified victim of its discriminatory policies, and $13,400 in civil penalties. 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"). As part of the agreement, the company agreed to pay a civil penalty and be subject to departmental training and monitoring requirements. OSC found that YCS required non-U.S. citizens, but not similarly situated U.S. citizens, to present additional and unnecessary documentation to establish their employment eligibility. Under the agreement, Hines agreed to pay a total of $160,000 in civil penalties and back pay. On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). 1324b(a)(6). Additionally, the Divisions investigation concluded that the company had a pattern or practice of requiring more or additional documents than are legally required to establish work eligibility from work-authorized non-citizens. Settlement Press Release Settlement Agreement, ChemArt (Unfair Documentary Practices and Retaliation) June 2020. Section 1324b, and undergo departmental reporting and monitoring for 3 years. On February 20, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with FTD, Inc. Settlement Press Release Settlement Agreement, G4S Secure Solutions USA, Inc (Citizenship Status) March 2021. IERs investigation found that Amiga posted at least six facially discriminatory job advertisements in 2021. On February 4, 2021, IER signed a settlement agreement with Service Minds, Inc. d/b/a Mister Sparky, resolving claims that the company retaliated against a work-authorized electrician, in violation of 8 U.S.C. The investigation revealed that the company had a pattern or practice of requesting more or different documents from lawful permanent residents when their Permanent Resident Cards expired. On November 25, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with La Farine Bakery (La Farine), resolving a 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. Under the agreement, El Expreso agreed to pay $31,500 in civil penalties to the United States, make up to $197,500 available to satisfy back pay awards to U.S. workers denied employment, engage in enhanced recruitment efforts for U.S. workers should it choose to use the H-2B visa program, participate in IER-provided training on the anti-discrimination provision of the INA, and undergo departmental reporting and monitoring for a three year period. The investigation also determined that the company incorrectly believed that it could only hire U.S. citizens to fill 12 mechanic positions, so it did not let the Charging Party and other non-U.S. citizens apply for jobs in its Jupiter, Florida location. The judgment from the suit is for all the members of the group (class). The settlement agreement requires that The City of Eugene pay $3,000 in civil penalties, comply with specific injunctive and corrective action requirements, and be subject to monitoring for a three year period. On September 4, 2014, the Justice Department reached a settlement agreement with Motorcoach Class A Transportation, Inc. (MCA Transportation), a bus company in Orlando, Florida, resolving an allegation that the company committed an unfair documentary practice against an asylee by requesting more or different documents than necessary for the Form I-9 on the basis of citizenship status in violation of the anti-discrimination provision of the Immigration and Nationality Act (INA). Under the agreement, Rose Acre paid a civil penalty of $70,000, agreed that staff involved in the recruiting, hiring, or employment eligibility verification process will participate in Division-provided training on the antidiscrimination provision of the Immigration and Nationality Act (INA), committed to review and revise its hiring policies, and acknowledged that it would be subject to Division monitoring and reporting requirements for two years. 1324b(a)(6). On May 7, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Master Klean Janitorial resolving allegations that the Denver, Colorado-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by routinely requesting specific DHS-issued documentation from work-authorized non-U.S. citizens during the employment eligibility verification processes while not making similar demands of U.S. citizens. The Division had previously filed a lawsuit in December 2020 alleging that from at least January 1, 2018 to at least September 18, 2019, Facebook used recruiting methods designed to deter U.S. workers from applying to positions reserved for temporary visa holders in connection with the permanent labor certification process (PERM), refused to consider U.S. workers who applied to the positions, and hired only temporary visa holders for the positions. IERs investigation found reasonable cause to believe that a component of the school unnecessarily beenrequiring certain workers to re-establish their work authorization based on the citizenship status of those individuals at initial hire. Eligibility: Canadian resident as of May 25, 2016 who purchased the PC version of Microsoft's Word, Excel, Office, Works Suite, or Home Essentials, MS-DOS or Windows operating system between December 23, 1998 and March 11, 2010. AllianceIT (Citizenship Status) August 2020. CitiStaff Solutions, Inc.and CitiStaff Management Group, Inc. (Unfair Documentary Practices) October 2017. The investigation, based on a referral from the Department of Homeland Securitys E-Verify program, established that ACC engaged in a pattern or practice of discrimination in violation of 8 U.S.C. Class Action Settlements Class Action Settlements Below we list the current class action settlements we have been able to locate. 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. Pursuant to the settlement agreement, FTD will pay $1,800 in back pay to the charging party, $3,000 in civil penalties, and receive training on the anti-discrimination provision of the INA. 1324b(a)(5). 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. 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