On September 25, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with Infinity Group (IG), resolving allegations of Unfair Documentary Practices in the employment eligibility verification process. 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. Selection of Pending Cases. Law Resources will pay an additional $3,000 civil penalty for its retaliation and offer $11,875 in back pay to the Charging Party. On December 8, 2020, the Division signed a settlement agreement with Ikon Systems, LLC, resolving claims that Ikon routinely 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 that Ikon failed to consider at least one U.S. citizen applicant who applied to a discriminatory advertisement. 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. On November 18, 2021, IER signed a settlement agreement that resolves a reasonable cause finding that SV Donuts One LLC (SV Donuts) committed an unfair documentary practice in violation of 8 U.S.C. On May 31, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Tuscany Hotel and Casino, LLC, alleging that it engaged in a pattern or practice of discrimination in the employment eligibility verification and reverification process. Settlement Press Release Settlement Agreement, Rose Acre Farms, Inc. (Unfair Documentary Practices) August 2018. Specifically, IERs charge-based investigation found that Around the Clock suspended the worker for three days without pay because he called IER to ask for help addressing a concern about the companys process for verifying his work authorization. Under the settlement, Pappas and Sons agreed to pay a civil penalty to the United States and back wages to the Charging Party, train the companys human resources personnel on the requirements of the INAs antidiscrimination provision, and be subject to departmental reporting and monitoring requirements. On October 6, 2020, IER signed a settlement agreement with Security Management of South Carolina, LLC (SMSC), a private security company that provides security services throughout South Carolina and Georgia. 1324b(a)(1)(B). Maged Hakeem Action The Motion to Stay seeks to stay this action pending the outcome of settlement proceedings in the consolidated lawsuit Maged Hakeem, et al. This difference in treatment violates 8 U.S.C. 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. On October 14, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Postal Express, resolving an investigation into whether the company improperly sought to reverify the employment eligibility of an LPR and suspended him when he failed to provide a requested document, an unexpired Green Card. 1324b. COMPANY INFO: Allied Universal Security Services LLC (Bloomberg Law Subscription) Security services giant Allied Universal is accused in a new class lawsuit of cheating workers out pay and assigning black officers to less lucrative posts. 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. 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. The Court found that GHC violated the Immigration and Nationality Act (INA) when it required foreign-born job applicants and employees to produce more, different, and specific documents to prove their employment eligibility verification, while native-born U.S. citizens were allowed to produce the documentation of their choice. 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, and train its staff on the requirements of 8 U.S.C. Although R-Tronics is a federal contractor subject to the International Traffic and Arms Regulations (ITAR), ITAR does not require or permit employers to limit job applicants to U.S. citizens. The Charging Party did not seek reinstatement because she has full-time employment. The agreement requires CitiStaff to pay a civil penalty of $200,000 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. As part of the settlement agreement, the company will pay $1,100 in civil penalties, full back pay to one identified victim, and receive training on the anti-discrimination provision of the Immigration and Nationality Act (INA). 1324b when the company prohibited him from working following a background check which revealed a purported error in his Social Security number. Specifically, IER found reasonable cause to believe that Challenger, which provides soccer instruction to youth throughout the United States, failed to consider qualified U.S. workers for full-time soccer instructors in Spring 2019 based on a preference for H-2B visa workers. On July 23, 2020, IER signed a settlement agreement with Arnold & Porter Kaye Scholer LLP (Arnold & Porter), a national law firm, and Law Resources, Inc. (Law Resources), a Washington, D.C.-based legal staffing company resolving claims that Law Resources, at Arnold & Porters direction, imposed unauthorized citizenship status restrictions. The subsequent investigation revealed that Holliswood imposed greater requirements to verify employment eligibility for lawful permanent residents as compared to U.S. citizen employees. Oakwood agreed to compensate the individual for lost wages totaling $732, pay a $1,100 civil penalty and train its human resources employees regarding compliance with the anti-discrimination provision. Under the terms of the settlement, Respondents are required to pay $225,750 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. Under the terms of the settlement agreement, GHC will pay a total of $208,000, including $119,313 in back pay and other compensation to the Charging Party and Injured Party, and $88,687 in civil penalties to the United States, and be subject to monitoring of its hiring practices by the Division for a two-year period. Under the terms of the settlement, Argosy and EDMC agreed to provide full back pay in the amount of $7,100 to the lawful permanent resident, modify their policy on employing foreign nationals to require equal treatment of work authorized non-citizens, and train Argosy employees on federal protections for workers under the INAs anti-discrimination provision. 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. 1324b. terminated or failed to hire a worker who did not produce the requested List A documentation. North American Shipbuilding, LLC (Retaliation) October 2015. 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. . Settlement Press Release Settlement Agreement, Diversified Business Consulting (Citizenship Status) December 2014. In a related bilateral agreement between the company and the Charging Party, Giant agreed to pay the Charging Party $18,000 in back pay. Aldine Independent School District (Citizenship Status) November 2016. IER also concluded that on at least one occasion Technology Hub discriminated against U.S. workers when it advertised a job seeking only H-1B visa workers. Settlement Press Release Settlement Agreement, Vincent Porcaro, Inc. (Unfair Documentary Practices) July 2013. Once it learned of the conduct of its Barclay Arena restaurant through the Divisions investigation, Levy unilaterally reinstated the Charging Party, and paid him for lost wages and leave benefits. IERs investigation concluded that Aerojet misunderstood its obligations under government contracts and with federal regulations, such as the International Traffic in Arms Regulations (ITAR) and the Export Administration Regulations (EAR). The companies screened out U.S. citizens with dual citizenship and non-U.S. citizens with work authorization from an Arnold & Porter document review project. This settlement is aimed to resolve the claims of 13,500 employees and ends fifteen years of litigation. Microsoft will pay civil penalties to the United States and train its employees who are responsible for verifying and reverifying workers permission to work in the United States. Under the settlement agreement, Quantum will pay a civil penalty of $4500 to the United States, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental monitoring and reporting requirements. The settlement agreement requires Walmart to pay a civil penalty, train staff in Fort Worth-area stores, and be subject to Division monitoring and reporting. The Divisions investigation determined that after aworker complained that InMotions request for a Permanent Resident Card was discriminatory under the INA, the company removed worker from its pool of candidates available for job placement. The agreement resolved allegations that the company rejected a work-authorized asylee, at both initial hire and when subsequently re-verifying the refugee's employment authorization, rejected the employee's valid driver's license and unrestricted Social Security card and required him to produce an Employment Authorization Document (EAD). Travel Management Company (Citizenship Status) August 2014. Navajo Express (Citizenship Status) December 2022. The Divisions investigation revealed that Washington Potato Company had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. Settlement Press Release Settlement Agreement, Secureapp Technologies, LLC (Citizenship Status) December 2022. The company also agreed to train its 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 be post an equal opportunity statement on its website for a period of three years. Please note that if you have submitted a claim for back pay compensation under the settlement agreement between IER, Arnold & Porter, and Law Resources, you can expect to receive a determination regarding your claim no later than August 2021. Whiz International, LLC (Retaliation) May 2012. On August 9, 2016, the Division issued a press release announcing it reached an agreement with Hartz Mountain Industries, Inc. to resolve the inclusion of a citizenship requirement in a particular job posting without any legal justification. The charging party alleged that Indrescom would not allow him to work until he presented a lawful permanent resident card, despite the fact that the employee had already produced documents establishing his identity and authority to work in the United States. 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. At the same time, PMM allowed U.S. citizens to choose from among various acceptable document types. Under the agreement, Eastridge will, among other terms, pay $175,000 in civil penalties to the United States and submit to training and compliance monitoring. We also can push your legitimate claim rate up to 25%, depending on your settlement, with our various strategies to broadcast your message. Professional Maintenance Management (Unfair Documentary Practices) October 2022. SAN DIEGO - Universal Protection Services, LP, dba Allied Universal Security Services, a nationwide private security services company, will pay $90,000 and furnish other relief to settle a religious discrimination lawsuit filed by the U.S. That's over 20% of the roughly $380 million settlement . IERs investigation revealed that Afni rejected a lawful permanent residents valid Form I-9 documents on more than one occasion, and requested more or different documents based on her citizenship status, both of which are unfair documentary practices in violation of 8 U.S.C. IERs investigation therefore concluded that WesPak engaged in unfair documentary practice based on citizenship status, in violation of 8 U.S.C. 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. 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). Specifically, IERs charge-based investigation found that Tecon rejected the U.S. Passport presented by the Charging Party, a naturalized U.S. citizen originally from Venezuela, for the Form I-9, and demanded more or different documentation in order to establish work authorization based on her national origin in violation of 8 U.S.C. Specifically, IERs investigation found that the bakery chain requiredlawful permanent residents, including the individual who filed a charge with IER, to show a permanent resident card during the process of proving their permission to work in the United States based on information indicating their status as non-U.S. citizens. Under the settlement agreement, the City of Waterloo has agreed to pay $13,000 in civil penalties to the United States, to provide the charging party with another opportunity to apply for the position, and to hire or otherwise compensate the charging party if the charging party's performance on the city's hiring tests confirm that he would have been hired but for the discrimination. Standard TyTape Company, Inc. (Unfair Documentary Practices) February 2015. Neither of these citizenship status requirements were required to comply with Oregon law and thus the investigation found that the City of Eugene violated the INA's anti-discrimination provision. IERs investigations determined that Walmart rejected a Charging Partys valid state ID and unrestricted Social Security card and required her to produce a List A document because she was a lawful permanent resident. 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. Without proof of purchase $9.75 per household. 1324b(a)(6). This class action suit underscores the difficulties insurance companies are having in paying out claims that were underwritten when interest rates were significantly higher than they are now. Share sensitive information only on official, secure websites. Contact the Webmaster to submit comments. Houston Community College (Unfair Documentary Practices) January 2013. The Departments independent investigation determined that between August 2015 and December 2016, Honda Aircraft published at least 25 job postings that unlawfully required applicants to have a specific citizenship status to be considered for vacancies. 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 January 23, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with SD Staffing LLC (SD Staffing), aka Atwork Personnel Services Inc., a company based in Methuen, Mass., resolving claims that the staffing company engaged in citizenship status discrimination in violation of the Immigration and Nationality Act (INA). Onin Staffing, LLC (Unfair Documentary Practices) December 2019. You may be eligible to submit a claim, even if you do not have proof of purchase. The settlement agreement provided for various remedies, including back pay for any injured parties, training, monitoring, and a civil penalty of $250,000. Settlement Press Release Settlement Agreement, JP Senior Healthcare, LLCand JP Senior Management, LLC(Unfair Documentary Practices) August 2021. Settlement Press Release Settlement Agreement Back Pay Survey, Adecco USA, Inc (Unfair Documentary Practices and Citizenship Status) December 2019. 1324b. The strawberry picking positions were filled by more than 300 H-2A workers and no U.S. workers. 1324b(a)(1) and (a)(6). Additionally, designated company personnel will be required to undergo training by the Office of Special Counsel to learn about employers responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). To U.S. citizen employees a purported error in his Social Security number from among various acceptable document types and $. 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