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. Following the parties settlement, on October 18, 2018, the tribunal dismissed the matter. Canvas Corporation (Citizenship Status) June 2011. On May 27, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Luis Esparza Services, Inc. Settlement Press Release Settlement Agreement, Panda Restaurant Group, Inc. (Unfair Documentary Practices) June 2017. Additionally, SpringShine will train relevant staff and submit to monitoring. Mexico Foods, LLC (Unfair Documentary Practices) April 2014. The settlement agreement provided for various remedies, including $83,600 in civil penalties, $20,000 in back pay for any injured parties, training, and monitoring. On November 22, 2016, the Division signed a settlement agreement resolving its investigation of Aldine Independent School District. The settlement requires Navajo to undergo training, make policy changes, be subject to monitoring, and pay a civil penalty of $45,000. The Office of the Sheriff had already addressed an identified victim's back pay claims through an earlier agreement based on a private lawsuit. 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 September 2, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Culinaire International, a company based in Dallas, Texas. According to the bank's website, Desjardins has the largest regional presence in Quebec but has locations all over Canada. IERs investigation found that SV Donuts unlawfully rejected a charging partys valid Form I-9 documents and requested an additional immigration document because of his status as a non-U.S. citizen, and delayed hiring him because he failed to present the requested additional document. 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. The settlement also resolves claims that the company routinely discriminated against lawful permanent residents by asking them for more or different documents than legally required to demonstrate their continuing permission to work, although they had already provided documents showing permanent work authorization. Under the agreement, Ascension will pay a civil penalty of $84,832 to the United States, revise its policies and procedures, train relevant employees and agents on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements three-year term. In some, cases you must complete a claims form. 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. R-Tronics, LLC (Citizenship Status) December 2012. On December 7, 2021, the Division signed a settlement with Microsoft Corporation that resolved claims that the company discriminated based on citizenship status against non-U.S. citizens. 57.082 (2) (a) (1), Fla. Stat. On June 30, 2017, the Division signed a settlement agreement with Sellaris Enterprises, Inc.,an Orlando, FL staffing agency, resolving an investigation into the companys Form I-9 employment eligibility verification practices. Northgate Gonzalez Markets, Inc (Unfair Documentary Practices) December 2020. The Divisions investigations concluded that: (1) when using a commercial Form I-9/E-Verify software, Adecco had a pattern or practice of incorrectly reverifying non-U.S. citizens, even those that had previously provided unrestricted Social Security cards, which do not require re-verification; and (2) one of the companys Gardena, California employees: (A) had a pattern or practice of unfair documentary practices against non-U.S. citizen employees, including the Charging Party, and (B) discriminated against the Charging Party in hiring based on his citizenship status when Respondent refused to onboard him. The Division's investigation established that Constructor Services utilized discriminatory documentary practices in the employment eligibility verification process based on citizenship status. The Divisions investigation was based on a referral from USCIS, and revealed sufficient evidence to show that Respondents 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. The agreement requires Onin to, among other things, pay a civil penalty of $70,695 to the United States, train relevant personnel on avoiding discrimination, ensure that their commercial Form I-9 software complies with federal requirements, and be subject to Division monitoring and reporting. 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. As part of the settlement agreement, Collins agreed to pay $15,000 in back pay to the former employee and a $600 civil penalty to the federal government. Additionally, the Department will monitor Ross Stores' compliance with the agreement for eighteen months and train the appropriate store officials on the anti-discrimination provision of the Immigration and Nationality Act. Adaequare, Inc. (Citizenship Status) March 2021. On August 10, 22, and 26, 2011, the Department of Justice issued press releases announcing it reached settlement agreements with Summit Steel Fabricators, Farmland Foods, Inc., and Kinro Manufacturing, Inc., to resolve allegations that the companies engaged in a pattern or practice of Unfair Documentary Practices against work-authorized immigrants. On October 11, 2017, the Division reached a settlement agreement with InMotion Software, LLC, a Texas-based software development recruiter, resolving an investigation into whether the company retaliated against a work-authorized individual because a worker asserted her rights under 8 U.S.C. : 34-2019-0027090 Please note that this matter is currently on appeal to the Third District Court of Appeal. 34-2019-00270901 NOTICE OF SETTLEMENT OF CLASS ACTION LAWSUIT To: All current and former non-exempt employees who worked at any time for Defendant in California from November 22, 2017 to February 1, 2020. The department's investigation, which was initiated based on a referral from the U.S. American Association of Colleges of Podiatric Medicine (AACPM), Prestigious Placement Settlement Agreement. Rehrig Pacific Company (Unfair Documentary Practices) November 2021. Pyramid Consulting, Inc. (Citizenship Status and Unfair Documentary Practices) May 2021. 1324b(a)(6). Crop Production Services also paid back pay totaling $ 18,738.75 in a separate agreement with the three citizens denied employment. ComForcare In-Home Care & Senior Services (Citizenship Status) December 2012. On November 24, 2020, IER signed a settlement agreement with Security USA, LLC (Security) resolving claims by a Charging Party (CP) that the company made unnecessary and excessive document demands in violation of 8 U.S.C. On February 20, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with FTD, Inc. On May 7, 2020, the Division signed a settlement agreement with Randstad North America, Inc., to resolve claims arising from a charge-based investigation into the companys Form I-9 and E-Verify practices at its South Plainfield, New Jersey, location. On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). Hines Nurseries (Citizenship Status, National Origin) July 2009. MUY Brands, LLC (Unfair Documentary Practices) October 2019. The charge alleged that the company, prior to hire, rejected documents establishing the Charging Partys employment eligibility that it routinely accepted from U.S. citizens. Holding Co. Inc., resolving an investigation of a pattern or practice of hiring discrimination based on citizenship status. On November 21, 2016, the Division signed a settlement agreement resolving its investigation of Denver Sheriff Department. McDonalds USA, LLC (Unfair Documentary Practices) November 2015. Class Action Cases. Under the settlement agreement, Crop Production Services paid a civil penalty of $10,500, agreed that staff involved in the hiring process for the El Campo location would participate in Division-provided training on the antidiscrimination provision of the Immigration and Naturalization Act (INA), committed to review and revise its hiring policies, and acknowledged that it would be subject to Division monitoring and reporting requirements for up to two years. 1324b(a)(6). 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. 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. The agreement requires CFAI to pay $321,000 in civil penalties to the United States, train its employees on the requirements of 8 U.S.C. 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. 1324b and engaged in retaliation when the Permanent Resident refused to present the requested document in violation of 8 U.S.C. Under the agreement, the company will, among other things, pay $195,000 in civil penalties, train its staff, and modify its EEV policies and practices. Allied Universal security officers, agents, guards, professionals, supervisors, and managers, as well as operations assistants in New York have been underpaid for their regular hours and overtime for the last six years, Griffith charges. Paramount Staffing (Unfair Documentary Practices) September 2013. Poulan Pecan (Unfair Documentary Practices) March 2013. Under the agreement, Potter Concrete will pay $115,100 in civil penalties to the United States, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for one year. The company further agreed to revise its hiring and recruiting procedures, train its human resources personnel to ensure compliance with the INA, and be subject to reporting requirements for a period of two years. IERs investigation also found that Scott Insurance committed unfair documentary practices against the Charging Party, a lawful permanent resident, when it specifically asked for his Permanent Resident Card (PRC) to assess his employment eligibility, then rejected that valid document, in violation of 8 U.S.C. On June 1, 2009, the Division reached a settlement agreement with Hine Nurseries, Inc., a California corporation, to resolve allegations of citizenship status discrimination in violation of INAs anti-discrimination provision. Under the agreement, HACU agreed to modify its policies and practices to ensure that all individuals would be treated equally without regard to citizenship, immigration status, or national origin during HACUs recruitment and hiring process, and to ensure that relevant human resources personnel participated in OSC-approved or provided training on the anti-discrimination provision of the INA. The settlement also requires Hallaton to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. On October 13, 2017, the Division signed a settlement agreement with a restaurant resolving a charge-based investigation into the companys employment eligibility verification practices. Settlement Press Release Settlement Agreement, G4S Secure Solutions USA, Inc (Citizenship Status) March 2021. Under the terms of the settlement, Setpoint will pay $17,475 in civil penalties to the United States, participate in Division-provided training on the anti-discrimination provision of the Immigration and Nationality Act (INA), review and revise its hiring policies, and be subject to Division monitoring and reporting. Settlement Press Release Settlement Agreement, Gap, Inc. (Citizenship Statusand Unfair Documentary Practices) November 2021. DIRECTV LLC: Federal Judge Dismisses TCPA Class Action Lawsuit DISCOVER FINANCIAL: Bid to Compel Arbitration in B&R Suit Pending DROPBOX INC: Settlement . 1324b(a)(1)(b). 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. Akeya Griffith filed the case against Allied Universal Security Services LLC and subsidiary Universal Protection Services LLC in federal court July 25 on behalf of herself and similarly situated workers. 1324b(a)(6). LF Staffing Services, Inc. (National Origin, Unfair Documentary Practices) April 2011. The plaintiffs' allegation is that HP . The Divisions investigation concluded that that the company routinely required specific Form I-9 documents from non-U.S. citizens employees, based on their citizenship status. 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. Huber has agreed to pay $2,250 in civil penalties to the United States and $59,617 in back pay to the six lawful permanent residents. The settlement agreement requires the Companies to, among other things, pay $159,000 in civil penalties, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and undergo departmental monitoring and reporting. 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. The agreement requires the companies to pay a civil penalty of $175,000 to the United States, establish a $50,000 back pay fund, train relevant personnel on avoiding discrimination in the employment eligibility verification process, make policy changes, and be subject to Division monitoring and reporting. 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 agreement, IG Services will pay $53,880 in civil penalties, create a $35,000 back pay fund for victims who lost work due to IG's practices, receive training on the anti-discrimination provision of the INA, and be subjected to two years of monitoring. The agreement resolved allegations that the company rejected a work-authorized individual's Employment Authorization Document (EAD), and required her to produce a Permanent Resident Card (commonly known as a "Green Card") as a condition of employment. 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). 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