On January 7, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Centerplate, Inc., to resolve allegations that the company engaged in a pattern or practice of Unfair Documentary Practices against work-authorized immigrants. Potter Concrete, Inc. (Unfair Documentary Practices) April 2014. On September 27, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with International Business Machines Corporation, resolving allegations that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) when it placed online job postings for application and software developers that contained citizenship status preferences for F-1 and H-1B temporary visa holders. Marion County School District 103 a/k/a Woodburn School District (Citizenship Status) October 2019. 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 agreement requires Carrillo Farm to pay $5,000 in civil penalties, undergo department-provided training on the anti-discrimination provision of the INA, and comply with departmental monitoring and reporting requirements. The School Board of Miami-Dade County, Florida (Unfair Documentary Practices) October 2015. 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. Under the terms of the settlement agreement, Respondent will pay $34,200 in civil penalties to the United States, pay $1,044 to compensate a worker who lost wages due to its unfair documentary practices, train relevant human resources officials in avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. Ross Stores, Inc. (Unfair Documentary Practices) March 2012. Macys Retail (Unfair Documentary Practices) June 2013. R-Tronics restricted employment to U.S. citizens, despite the fact that no law, regulation, executive order, or government contract required the limitation. 1324b(a)(1)(A). The department's investigation revealed that the company requested lawful permanent resident employees, but not U.S. citizen employees, to complete additional Forms I-9 and provide additional proof of employment eligibility after hire even though the INA prohibits this. On June 27, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Macy's Retail holdings and other related entities to resolve allegations that the company engaged in a pattern or practice of reverification Unfair Documentary Practices against work-authorized immigrants. Amiga Informatics, Inc. (Citizenship Status) February 2023. Settlement Press Release Settlement Agreement, Masterson Staffing Solutions (Unfair Documentary Practices and Citizenship Status) January 2023. The lawsuit alleges that from at least April 4, 2017, to at least July 7, 2017, TransPerfect Staffing Solutions LLC discriminated against non-U.S. citizens and dual U.S. citizens in staffing a temporary document review project for a client, and that Chancery Staffing Solutions LLC is liable for the discrimination as its successor. NSD2168/2019 external link RAYMOND BOULOS v M.R.V.L. Under the agreement, Paramount Staffing will pay $21,100 in civil penalties to the United States, be subject to a monitoring period of eighteen months, and designated company staff will receive training by the Office of Special Counsel to learn about employers' responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). Class Action: An action where an individual represents a group in a court claim. Selection of Pending Cases. Other names for lawsuits brought by a number of people who suffered similar harm or losses are "mass tort litigation" and "multi-district litigation" ("MDL"). The settlement agreement provided for various remedies, including $43,092 in civil penalties, $30,000 in back pay for any injured parties, training, and monitoring. The settlement also requires LNK to train employees on the requirements of the INAs anti-discrimination provision and subjects it departmental monitoring and reporting requirements for three years. On January 26, 2021, the Division signed a settlement agreement with Quantum Integrators Group to resolve a charge of discrimination in referral for a fee and unfair documentary practices based on citizenship status. Pursuant to the settlement agreement, SOS Employment Group will pay back pay in the amount of $9,157.50 to the charging party and $1,200 in civil penalties to the U.S. and receive training on the anti-discrimination provision. On October 22, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Miami-Dade County Public Schools (MDCPS) resolving an independent investigation into whether the company had engaged in unfair documentary practices against non-U.S. citizens during the Form I-9 process. On October 13, 2022, IER signed a settlement agreement with Professional Maintenance Management (PMM), a cleaning and janitorial services company based in Maryland. Eastridge Workforce Solutions (Unfair Documentary Practices) August 2016. This month's featured class-action settlements showcase a wide range of companies that have agreed to pay out high-dollar settlements to consumers. United General Bakery (Unfair Documentary Practices) July 2019. 12/16/2023. Under the settlement agreement, Mar-Jac will pay a civil penalty of $190,000, pay up to $25,000 in back pay to compensate affected employees and applicants, and will have its relevant staff participate in Division-provided training on 8 U.S.C. Under the settlement agreement, ChemArt will, among other things, pay a $3,000 civil penalty to the United States, provide back pay to the worker, train its staff on the requirements of 8 U.S.C. The Division also concluded that R.E.E. According to the bank's website, Desjardins has the largest regional presence in Quebec but has locations all over Canada. Poulan Pecan (Unfair Documentary Practices) March 2013. In addition to paying a civil penalty in the amount of $110.00, back pay to the Charging Party in the amount of $5,053.03, and front pay to the Charging Party in the amount of $6,600.00, Gala Construction has agreed to train all human resources personnel on their responsibilities under the anti-discrimination provision of the INA and implement a policy prohibiting discrimination on the basis of citizenship status and national origin. As part of the settlement, Gap will pay $73,263 in civil penalties, provide back wages to an asylee and a lawful permanent resident who lost work, train thousands of its employees nationwide, ensure that its electronic programs are compliant with applicable rules, and be subject to monitoring and reporting requirements for three years. IERs investigation concluded that from at least January 1, 2018 through June 27, 2019, Security had routinely: (1) requested specific documents during the onboarding process from the Lawful Permanent Residents, (2) requested more or different documentation from such Lawful Permanent Residents despite their having already provided sufficient documentation to prove their employment eligibility, and (3) requested new Permanent Resident Cards from Lawful Permanent Residents upon the expiration dates of their previous Permanent Resident Cards. On July 15, 2021, the Division signed a settlement with Around the Clock Dispatch Inc. resolving a reasonable cause finding that the company retaliated against a worker because he asked for the departments help in addressing his concerns about an immigration-related employment practice, in violation of 8 U.S.C. 1324b(a)(6). 1324b(a)(6) when it instructed the worker to produce another DHS document. In addition, two advertisements sought only applicants with Optional Practical Training status, a temporary work authorization status given to certain non-U.S. citizen students in the United States. 1. On October 17, 2019, the Division signed a settlement agreement with MUY Brands, LLC and MUY Consulting, Inc. resolving an investigation into the companies employment eligibility verification (Form I-9 and E-Verify) practices at Taco Bell franchises in the mid-Atlantic region. The Division's investigation established that Constructor Services utilized discriminatory documentary practices in the employment eligibility verification process based on citizenship status. SEC Lawsuit The Allied World LPL policy states that Allied World must "defend any Claim seeking Damages covered under this Policy." Policy V.C.1. The judgment from the suit is for all the members of the group (class). Under the terms of the settlement, Respondent will pay $120,000 in civil penalties to the United States, train relevant recruiting staff on avoiding discrimination in the employment eligibility verification process, make needed policy changes, and be subject to Division monitoring and reporting. Both lawsuits have reached a settlement and as part of that, Uber has agreed to pay $20,000,000 and will change certain policies that affect . IER concluded that these actions violated 8 U.S.C. On May 9, 2022, IER signed a settlement agreement with Cloud Peritus, Inc. to resolve IERs reasonable cause finding that Cloud Peritus discriminated against the Charging Party, a lawful permanent resident, in violation of 8 U.S.C. On March 5, 2018, IER signed a settlement agreement with West Liberty Foods, L.L.C. IERs investigation concluded that, from at least October 2015 through at least August 2018, the Companies had a pattern or practice of requesting that lawful permanent residents produce specific documents issued by the Department of Homeland Security during the employment eligibility verification process because of their citizenship status, in violation of 8 U.S.C. In addition to publicizing the unlawful restrictions in the advertisements, the platforms excluded students who did not meet the criteria from equal consideration by preventing them from applying for certain positions and engaging with employers in other ways. Typically, members of a class action lawsuit must all have been harmed in the same way by a defective product or some other actionable offense. The Divisions amended complaint alleged that from at least June 2009 until at least December 22, 2011, Rose Acre engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. 1324b(a)(6) by requiring non-citizens, but not citizens, to present specific types of documents as part of its employment eligibility reverification process. On August 5, 2015, the Division issued a press release announcing it reached a settlement agreement with the City of Eugene, Oregon, to resolve allegations that it required applicants for police officer positions be a U.S. citizen at the time of application. On August 28, 2018, IER reached a settlement agreement with Clifford Chance US LLP (Clifford Chance). IERs investigation therefore concluded that WesPak engaged in unfair documentary practice based on citizenship status, in violation of 8 U.S.C. A class-action lawsuit filed against General Motors over issues related to the cast alloy wheels on certain C7 Corvette Grand Sport and C7 Corvette Z06 models has been allowed to proceed. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. Settlement Press Release Settlement Agreeement, Setpoint Systems, Inc. (Citizenship Status) June 2018. The agreement also requires certain employees to attend training on the INAs anti-discrimination provision and ensure that trained personnel review future job advertisements. The investigation stemmed from a charge filed by an individual after Holliswood terminated her after discovering that her employment eligibility would need to be reverified in the future. Official websites use .gov 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. Under the settlement agreement, Chancery Staffing will pay a civil penalty of $27,000, provide back pay to victims identified during the term of the settlement agreement, and participate in Division-provided training on the anti-discrimination provision contained in 8 U.S.C. The injunctive relief applies to any new location of the restaurant that opens in the year following the settlement. Under the settlement agreement, El Rancho will identify and provide back pay to individuals who suffered lost wages between April to July 2013, as a result of the company's alleged discriminatory documentary practices; pay $43,000 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 eighteen months. Arapahoe County Sheriffs Office (Citizenship Status) October 2013. On September 21, 2022, IER signed settlement agreements with four employers that posted job advertisements with unlawful citizenship status restrictions, for a total of $331,520 in civil penalties. Under the settlement agreement, the company will pay a civil penalty of $37,008 to the United States, train its employees on anti-discrimination obligations, and be subject to departmental reporting requirements. On August 17, 2021, IER signed a settlement agreement with Ameritech Global, Inc (Ameritech), resolving a reasonable cause finding that Ameritech discriminated against U.S. workers (U.S. citizens, U.S. nationals, recent lawful permanent residents, asylees, and refugees) by posting job advertisements specifying a preference for applicants with temporary work visas and failing to consider at least three U.S. worker applicants who nevertheless applied to the advertised positions. On July 21, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with Brand Energy and Industrial Services resolving allegations that the company had a pattern or practice of Unfair Documentary Practices by requesting Department of Homeland Security documents from newly-hired non-U.S. citizens. Priority Construction, Inc. (Citizenship Status) October 2021. 1324b, and comply with departmental monitoring requirements for two years. The FDA has cautioned parents to avoid Similac, Alimentum, and . 2. 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. Settlement Press ReleaseSettlement Agreement, SOS Employment Group (Unfair Documentary Practices) August 2013. On October 17, 2016, the Division signed a settlement agreement resolving its investigation of American Cleaning Company (ACC). 1324b. Walmart Inc. (Unfair Documentary Practices) December 2018. E-Verify is an Internet-based electronic verification system used by employers and administered by USCIS that confirms an individual's employment eligibility. (Unfair Documentary Practices) March 2018. 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. 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). Among the terms of the agreement, SKP will pay the charging party over $68,000 in front pay and back pay, receive IER training, and modify its policies as necessary. Onward Healthcare, Inc. (Citizenship Status) March 2012. 1324b. On June 24, 2021, IER signed a settlement agreement with Easterseals-Goodwill Northern Rocky Mountain, Inc. (ESGW), resolving claims that ESGW engaged in unfair documentary practices based on citizenship status in violation of 8 U.S.C. The Divisions investigation concluded that Quantum violated the Immigration and Nationality Act (INA) by requiring a lawful permanent resident (LPR) to provide her Permanent Resident Card, and conditioning further consideration for referral for a fee on her compliance with this request, because the she was not a U.S. citizen. Abbott Baby Formula. IERs investigation showed that one of the companys recruiters, without prior notice to senior company officials, had placed a facially discriminatory job posting on Dice.com, for a Java Junior Developer (ONLY OPTs who can work on W2). During the course of IERs investigation, however, the company took a number of unilateral steps like additional staff training and changes in its job posting approval process to protect against future violations of the INAs anti-discrimination provision. When the Charging Party informed the ComForcare that, as a naturalized citizen, she did not possess an alien card, the ComForcare demanded naturalization papers establishing her work authority, notwithstanding her production of lawfully acceptable documents establishing work authorization. Under the settlement agreement, Martin Farms agreed to offer the charging party a job and to comply with several injunctive terms to prevent future discrimination, including specialized training regarding the INAs anti-discrimination provision, which Martin Farms completed prior to executing the agreement. 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. Settlement Press Release Settlement Agreement, Chancery Staffing Solutions, LLC aka TransPerfect Staffing Solutions (Citizenship Status) February 2020. 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. Settlement Press Release Settlement Agreement, Ascension Health Alliance (Unfair Documentary Practices) August 2021. 1324b(a)(6). After investigating, IER determined that Triple H did not consider certain U.S. citizens for employment as landscapers in 2017 because it preferred to hire temporary foreign H-2B visa workers. Under the settlement agreement, AllianceIT was not required to pay a civil penalty, but is required to continue to train its employees on the requirements of the INAs anti-discrimination provision and to be subject to departmental monitoring and reporting requirements. OCAHO found that OSC had demonstrated that the U.S. citizen was qualified for the job, and that Estopy Farms shifting explanations for denying the U.S. citizen employment were a pretext for prohibited citizenship and immigration status discrimination. Crop Production Services, Inc. (Citizenship Status) September 2017. Settlement Press Release Settlement Agreement, Barrios Street Realty LLC (Citizenship Status) March 2016. On May 27, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Luis Esparza Services, Inc. On July 1, 2022, IER signed a settlement agreement with Technology Hub, Inc., to resolve IERs reasonable cause finding that the company committed citizenship status discrimination, in violation of 8 U.S.C. Settlement Press Release Settlement Agreement, Challenger Sports Corporation (Citizenship Status) September 2021. Canvas Corporation (Citizenship Status) June 2011. 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. 1324b. The Divisions investigations concluded that R.E.E. Allied Universal and four employees who accused it of cheating them and other workers out of pay, and giving Black security officers less lucrative assignments, resolved the workers' lawsuit, New York federal court records show. Please note that what you need to do to be part of a settlement varies depending on the settlement structure. It's designed for situations in which several people have suffered similar injuries as a result of a defendant's actions. Under the terms of the settlement, Respondent will pay $140,000 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. Learn more about a Bloomberg Law subscription, Log in to access all of your BLAW products. 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 . For more information or questions about distribution, please contact Class/Plaintiffs' counsel (Scott Cole at scole@scalaw.com / (510) 891-9800) . IER also determined that Gap discriminated against some non-U.S. citizens by requesting that they provide specific documents to confirm that they still had permission to work. Martin Farms was also subject to department monitoring. 1324b(a)(6). 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 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. Under the terms of the agreement Sinai will pay a civil penalty of $7,000, train relevant employees about the requirements of 8 U.S.C. The settlement followed a trial wherein the Justice Department's Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) prevailed. 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