MEMPHIS DISTRICT OFFICE CONTACT: ROSLYN N. GRIFFIN
1407 Union Avenue, Suite 900 Trial Attorney
Memphis, TN 38104 Phone (901) 701-6445
Phone (901) 544-0119
TTY (901) 544-0112
FAX (901) 544-0111
AMY F. BLACK
Asst. Regional Attorney
Phone (901) 685-4606
FAYE A. WILLIAMS
Regional Attorney
Phone (901) 685-4609
newsroom@eeoc.gov
FOR IMMEDIATE RELEASE
September 30, 2022
EEOC SUES SUPREME STAFFING LLC, INSPIRE HOTEL STAFFING LLC, AND BETTER PLACEMENT LLC FOR RACE DISCRIMINATION
Staffing Companies Refused to Select, Refer, and Place Black Applicants or Assigned Them to Less Desirable and Lower-Paying Positions, Federal Agency Charges
Memphis, Tenn. – Supreme Staffing LLC, Inspire Hotel Staffing LLC, and Better Placement LLC, which together operate as an integrated enterprise staffing agency, violated federal civil rights law when they engaged in discrimination in the selection, referral, placement, and assignment of employees based on race, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed yesterday.
According to the EEOC’s suit, beginning in at least January 2018, the staffing agencies discriminated against Black applicants in the selection, referral, placement and assignment process. The staffing agencies regularly assigned Black applicants to lower-paying jobs, if they placed them at all. The staffing agencies also accommodated client requests and preferences for Latino workers over Black workers. The EEOC also alleges the staffing agencies violated federal recordkeeping requirements.
This alleged conduct violates Title VII of the Civil Rights Act of 1964 which prohibits discrimination based on race. The EEOC filed suit in U.S. District Court for the Western District of Tennessee, Western Division, Civil Action No. 2:22-cv-02668, after first trying to reach a pre-litigation settlement through its conciliation process. The EEOC seeks back pay and compensatory and punitive damages on behalf of Black employees and Black applicants, as well as an injunction against future discrimination.
“Staffing companies play a critical role in the economy, particularly in the Memphis area, known as the Distribution Center of America. Honoring discriminatory client requests and preferences violates Title VII,” said Edmond Sims, acting district director of the EEOC’s Memphis District Office, which has jurisdiction over Arkansas, Tennessee, and portions of Mississippi. “Staffing agencies cannot allow client preferences to justify discrimination.”
The Staffing Agencies are headquartered in Memphis, Tennessee but also operate offices in Georgia, Nevada, Louisiana, Indiana, Florida, Ohio, Delaware, New Jersey, Connecticut, South Carolina, and Kentucky.
For more information on race discrimination visit www.eeoc.gov/racecolor-discrimination.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employ-ment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
###
| U.S. Equal Employment Opportunity Commission 131 M St. NE, Washington, D.C. 0507 www.eeoc.gov | info@eeoc.gov 800-669-4000 | 844-234-5122 (ASL Videophone) |
U.S. Equal Employment Opportunity Commission <eeoc@updates.eeoc.gov>
To:warrior_75210@yahoo.com
Fri, Sep 30 at 6:41 AM
 Having trouble viewing this email? View it as a Web page. FOR IMMEDIATE RELEASESeptember 30, 2022 EEOC SUES LAKESIDE PLASTICS FOR RACIAL HARASSMENT AND RETALIATION Black Employee Subjected to Hostile Work Environment by Coworker and Fired, Federal Agency Claims MILWAUKEE – Lakeside Plastics, a manufacturing company that produces traffic safety products, screen printing inks, and plastisol formulations located in Oshkosh, Wisconsin, violated civil rights law when it subjected a Black employee to a hostile work environment because of his race and then fired him in retaliation for opposing the racial harassment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed yesterday. According to the EEOC’s lawsuit, the Black employee worked for Lakeside Plastics from June to July 2019 as a production technician. The Black employee was harassed by a white co-worker who subjected him to race-based derogatory comments and slurs including “n—-r” and threatened him with physical harm. The white co-worker also threatened that he could get the Black employee fired. The Black employee opposed the racial harassment by bringing it to the attention of his supervisors and was fired in retaliation for his opposition. Lakeside Plastics terminated the Black employee because of his race when it treated a white employee more favorably for similar conduct. This alleged conduct violates Title VII of the Civil Rights Act of 1964, which makes it unlawful to discriminate against or terminate employees because of their race. The EEOC filed suit in U.S. District Court for the Eastern District of Wisconsin (Equal Employment Opportunity Commission v. Lakeside Plastics,Civil Action No. 1:22-cv-01149-WCG) after first attempting to reach a pre-litigation settlement through its conciliation process. The EEOC seeks back pay, compensatory and punitive damages as well as injunctive relief. “When one worker threatens another with violence and calls him the n-word, that clearly creates a hostile working environment,” said Julianne Bowman, district director of the EEOC’s Chicago District. “The working environment is made even worse when management is made aware of the problem but takes no action. Race harassment is a problem that the EEOC is committed to eradicating.” “An employer cannot fire workers because of their race or because they oppose racial harassment,” said Gregory Gochanour, regional attorney for the EEOC’s Chicago District. “Prosecuting such violations of Title VII is a top priority of the EEOC.” The EEOC’s Chicago District Office is responsible for processing charges of discrimination, administrative enforcement and litigation in Minnesota, North Dakota, South Dakota, Wisconsin, Illinois and Iowa, with Area Offices in Milwaukee and Minneapolis. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information about race discrimination is available at https://www.eeoc.gov/racecolor-discrimination. Stay connected with the latest EEOC news by subscribing to our email updates. ### U.S. Equal Employment Opportunity Commission 131 M St. NE, Washington, D.C. 0507 www.eeoc.gov | info@eeoc.gov 800-669-4000 | 844-234-5122 (ASL Videophone) |
Consumer Alert
Be heard. Report scams to the FTC
By
Gema de las Heras
Consumer Education Specialist
September 29, 2022
AddThis Sharing Buttons
Share to FacebookShare to TwitterShare to LinkedIn
Image
We know that scammers target Latinos with calls and ads in English and Spanish because the FTC has sued to stop them. When the FTC hears about the Latino community’s experiences and collects their reports about frauds and scams, it helps everyone. Want to be part of the solution? Add your voice and help us get the word out this #HispanicHeritageMonth.
Start by learning more about frauds and scams at consumer.ftc.gov and how to report your experiences to the FTC at ReportFraud.ftc.gov. Filing a report is easy. Want to report in Spanish? Visit ReporteFraude.ftc.gov. Share this information with your friends and family!
When you tell the FTC about a scam, fraud, or a bad business practice, the amount of information you share is up to you. Giving us a phone number will help investigators get in touch with you if we need more details. But reports can be filed anonymously, and advocates can also file on behalf of someone else. The important thing is to report and share the information with others, because even telling one other person about a suspicious call or offer can help everyone avoid scams.
Interested in getting the latest updates to learn how to avoid scams and fraud? Subscribe to our blog in Spanish or English.
Consumer Alert
Avoid scams in the aftermath of Merbok, Fiona and Ian
By
Gema de las Heras
Consumer Education Specialist
September 28, 2022
AddThis Sharing Buttons
Share to FacebookShare to TwitterShare to LinkedIn
Image
As recovery efforts continue in areas hit hard by mother nature’s recent bi-coastal punch, scammers are not far behind. They see tragedy as opportunity, and they’ll use the devastation caused by severe storms — like Typhoon Merbok, Hurricane Fiona, and Hurricane Ian, now headed for shore — to try to take advantage of those affected. As well as of anyone who tries to help. That’s why it’s so important to know how to spot the scams that often follow natural disasters.
If you suffered damage from one of the recent storms, scammers may approach you to clean up debris, pose as a government official, or offer to help you get aid for a fee. Walk away from anyone who demands personal information or money upfront. That’s always a scam. Find more on how to deal with and recover from disasters at ftc.gov/weatheremergencies.
If you want to donate to victims of the historic flooding in Alaska, or those affected by Hurricane Fiona in Puerto Rico, Bermuda and other islands in the Caribbean, here’s how to make sure your money goes to the people you want to help:
- Use these tools to research the organization before you give. Don’t assume that familiar-sounding names or messages posted on social media are legitimate.
- Donate to charities you know and trust and with a proven record of dealing with disasters.
- Be cautious about giving to individuals on crowdfunding sites. It’s safest to give to someone you personally know and trust. Review the platform’s policies and procedures, not all crowdfunding sites verify postings for help after a disaster. Read Donating Through Crowdfunding, Social Media, and Fundraising Platforms.
- If someone wants donations in cash, by gift card, by wiring money or cryptocurrency, don’t do it. Pay by credit card, which offers more protections, or by check.
Learn more about how to avoid charity scams at ftc.gov/charity. And report charity or weather-related scams to the FTC: ReportFraud.ftc.gov.
Having trouble viewing this email? View it as a Web page.  WALGREENS SUED BY EEOC FOR PREGNANCY AND DISABILITY DISCRIMINATION Pharmacy and Retailer Refused to Allow a Pregnant Worker with Disabilities to Take Leave, Forcing Her to Quit, Federal Agency Says ALEXANDRIA, La. – Walgreens Co., a pharmacy and retailer, violated federal law when it refused to allow a pregnant worker with disabilities to take emergency leave to seek medical attention, forcing her to quit, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed Wednesday. According to the EEOC’s lawsuit, a pregnant customer sales associate—who suffered from diabetes and hypoglycemia—was spotting and asked the store manager to allow her to take unscheduled, emergency leave to seek medical attention. Although the store manager and team lead could have covered for her, the store manager told the pregnant employee she could not leave until they found a replacement for her and were unable to find one. The store manager then told the pregnant employee she had already asked for too many accommodations. The customer sales associate had no option but to resign, per her doctor’s advice. She miscarried later that day. Such alleged conduct violates Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act, which prohibit discrimination on the basis of pregnancy-related conditions and disability, and which also prohibits retaliation. The EEOC filed suit in U.S. District Court for the Western District of Louisiana (Civil Action No. 1:22-cv-05357) after first trying to reach a pre-litigation settlement through its conciliation process. “Employers must consider an employee’s request for reasonable accommodation, including a request for leave,” said Rudy Sustaita, regional attorney for the EEOC’s Houston District Office. “No one should have to choose between losing a pregnancy and losing a job,” said Andrew Kingsley, a senior trial attorney in the EEOC’s New Orleans Field Office. “Employers must do all they can to ensure pregnant workers are afforded equal employment opportunities,” said Uma Kandan, acting director of the EEOC’s New Orleans Field Office. The lawsuit was commenced by the EEOC’s New Orleans Field Office, which is part of its Houston District Office, which has jurisdiction over Louisiana and parts of Texas. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information about pregnancy discrimination is available at https://www.eeoc.gov/pregnancy-discrimination. Stay connected with the latest EEOC news by subscribing to our email updates. |
| U.S. Equal Employment Opportunity Commission 131 M St. NE, Washington, D.C. 0507 www.eeoc.gov | info@eeoc.gov 800-669-4000 | 844-234-5122 (ASL Videophone) |
