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 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. Under the settlement agreement, the company will pay a civil penalty of $220,000 to the United States. Pete Pappas & Sons, Inc. (Unfair Documentary Practices and Citizenship Status) July 2019. 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. Under the settlement agreement, ASTA is required to train its employees on the requirements of the INAs anti-discrimination provision and to be subject to departmental monitoring and reporting requirements for a two-year period. On March 9, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Hilton Worldwide, Inc. (Hilton), resolving allegations that Hilton discriminated against an asylee by rejecting his valid work authorization documentation and requiring him to provide a DHS-issued document to prove he was work-authorized. 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. (Class Notice at 4). 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. 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. Settlement Press Release Settlement Agreement, DC Precision Machining, Inc. (Unfair Documentary Practices) September 2021. The company recruits employees using a foreign company as its agent, and directly hires them to perform IT work for NSA clients. Section 1324b(a)(6) by: (1) engaging in a pattern or practice of incorrectly reverifying non-U.S. citizens who presented a Social Security card at initial hire, based on their citizenship or immigration status; and (2) requiring at least seven permanently work-authorized non-U.S. citizens to produce specific documents for reverification purposes based on their citizenship or immigration status, but did not make similar requests to U.S. citizens. Holliswood Hospital (Unfair Documentary Practices) December 2012. 1324b(a)(6). IERs investigation determined that PMM routinely required specific documents from newly-hired non-U.S. citizens to prove they had permission to work in the United States. 1324b(a)(1)(B). Specifically, IERs investigation found that from at least August 1, 2019, to June 17, 2021, Ameritech posted at least three job advertisements that announced its preference to fill positions with non-U.S. citizens with immigration statuses associated with certain employment-based visas. Employment and Industrial Relations. Settlement Press Release Settlement Agreeement, Setpoint Systems, Inc. (Citizenship Status) June 2018. 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. 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. 1324b(a)(1). 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. The Division filed a lawsuit in July 2011 alleging that the company discriminated against work-authorized non-U.S. citizens when verifying their work authorization. Paramount Staffing (Unfair Documentary Practices) September 2013. The Divisions underlying investigation revealed that Respondents had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. 1324b(a)(6). On March 31, 2021, the Division signed a settlement agreement with Spike Inc., a construction company headquartered in Sparks, MD. Settlement Press Release Settlement Agreement, ChemArt (Unfair Documentary Practices and Retaliation) June 2020. InMotion Software, LLC (Retaliation) October 2017. The settlement also requires Randstad to train its South Plainfield employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. Citizenship and Immigration Services (USCIS), found that SD Staffing required work-authorized non-U.S. citizens to produce specific documents in connection with SD Staffing's use of the E-Verify program. 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. 1324b(a)(1). The agreement resolves allegations that YCS discriminated against work-authorized immigrants because of their citizenship status. 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. Crookham Company is also required to pay a civil penalty of $200,000, and be subject to department monitoring. Argosy University (EDMC) (Citizenship Status, Retaliation) May 2010. The investigation also uncovered evidence that El Rancho routinely requested a specific work authority document from lawful permanent residents during the initial employment eligibility verification process even though under the law employees are allowed to choose what documents to present. 1324b(a)(6) based on citizenship status. NEW ORLEANS - U.S. Security Associates, Inc., a security company doing business as Conshohocken, Pa.-based Allied Universal, has agreed to pay a uniformed security guard $110,000 to settle a lawsuit brought by the U.S. 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. Settlement Press ReleaseSettlement Agreement, Nebraska Beef, Ltd (Unfair Documentary Practices) August 2015. Hallaton, Inc. (Citizenship Status) March 2020. 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. The Charging Party was in fact a U.S. citizen and Permanent Resident cards are not issued to U.S. citizens. Allied Security Class Action Welcome to the website for the Reginald Moore, et al. 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. The lawsuit against Allied Universal highlights several issues including lack of adequate security measures, inadequate training and supervision, failure to ensure that the required documentation was kept, wrongful termination, negligent supervision, and failure to make good on promised overtime. In March 2020, the medical practice credited the coworkers accusations without investigating them and agreed to terminate the employee on that basis. 1324b. Tyson Foods (Citizenship Status, Unfair Documentary Practices) January 2011. Centerplate, Inc. (Unfair Documentary Practices) January 2013. 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. Among other things, the agreement required iGate to refrain from placing employment advertisements that specifically encouraged or otherwise suggested a preference for applications from non-immigrant foreign workers, and to pay $45,000 in civil penalties. 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. 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. 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. 01/07/2023. Holding Co. Inc., resolving an investigation of a pattern or practice of hiring discrimination based on citizenship status. The company will also work with the department to identify and pay back pay to additional potential victims that suffered economic harm as a result of the practice. On August 5, 2013, the Department of Justice issued a press release announcing that it filed a complaint with the Executive Office of Immigration Review's Office of the Chief Administrative Hearing Officer against Autobuses Ejecutivos LLC d/b/a Omnibus Express, alleging that it engaged in employment discrimination in the hiring process based on citizenship status. The department's investigation, which was initiated based on a referral from the U.S. How to Build a World-Class Manned Protection Force. 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. On November 16, 2017, the Division signed a settlement agreement with Washington Potato Company resolving an investigation alleging that its Form I-9 employment eligibility verification practices at the Freeze Pack facility, which it operated, violated the anti-discrimination provision of the Immigration and Nationality Act. IERs investigation found that G4S, a security services company based in Jupiter, Florida, rejected the Charging Partys valid Permanent Resident Card and Form I-797 extending its validity, and requested a new Permanent Resident Card to verify his work authorization, because of his status as a Lawful Permanent Resident. 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. On May 7, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Imagine Schools, Inc., resolving allegations that the company discriminated under the anti-discrimination provision of the Immigration and Nationality Act, when it fired an employee at its Imagine School in Groveport, Ohio, in connection with a "reverification" of his employment eligibility. An official website of the United States government. NSD2168/2019 external link RAYMOND BOULOS v M.R.V.L. IERs investigation found that Scott Insurance engaged in a pattern or practice of citizenship status discrimination by failing to consider and hire non-U.S. citizens for positions, in violation of 8 U.S.C. On March 22, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Ross Stores, Inc., resolving allegations that it engaged in a pattern or practice of Unfair Documentary Practices against non-United States citizens at its San Ysidro store and that it refused to honor a genuine Employment Authorization Document (EAD) presented by a non-United States citizen. On May 10, 2018, IER reached a settlement agreement with the University of California, San Diego (UCSD) resolving allegations of unfair documentary practices. 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. 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. The settlement agreement provided for various remedies, including $175,000 in civil penalties, $100,000 in back pay for any injured parties, training, and monitoring. Contact the Webmaster to submit comments. On January 19, 2016, the Division signed a settlement agreement with Freedom Home Care and the Charging Party resolving an allegation of unfair documentary practices. 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. 29 November 2019. Class Action: An action where an individual represents a group in a court claim. 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. The injunctive relief applies to any new location of the restaurant that opens in the year following the settlement. 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. 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. Several companies agreed to settle allegations of Telephone Consumer Protection Act violations, and one of those could amount to $100 per text. The Divisions investigation concluded that the companys South Plainfield branch violated the Immigration and Nationality Act by routinely discriminating against lawful permanent residents based on their citizenship status, including the charging party, when verifying their work authorization. . 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. As part of the settlement agreement, the Housing Authority agreed to offer the Injured Party reinstatement, provide him with back pay, and pay a civil penalty to the United States. On October 13, 2022, IER signed a settlement agreement with Professional Maintenance Management (PMM), a cleaning and janitorial services company based in Maryland. PLEASE READ THIS NOTICE CAREFULLY. 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 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. The Open to Claims page lists open class-action suits and the deadlines you have to reach out to lawyers and law groups to get a check as part of the suit. The investigation and settlement only address actions by McDonalds corporate-owned restaurants, not its franchises. Under the settlement agreement, Buddys Kitchen agreed to pay $40,000 in civil penalties, change their employment policies to comply with the anti-discrimination provision of the INA, and train its employees who are responsible for verifying workers permission to work in the United States. 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. On January 15, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with U.S. Service Industries (USSI), resolving violations of 8 U.S.C. Abercrombie & Fitch, Inc. (Unfair Documentary Practices) June 2015. The settlement agreement requires NetJets to pay $41,480 in civil penalties, train its human resources staff on the anti-discrimination provision of the INA, and be subject to monitoring by the Division for a period of two years. Transamerica Life Insurance Co. has agreed to settle a class-action lawsuit filed by policyholders who alleged it improperly increased monthly charges on their universal life insurance policies. On September 4, 2014, the Justice Department reached a settlement agreement with Motorcoach Class A Transportation, Inc. 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