On August 25, 2021, IER signed a settlement agreement with Ascension Health Alliance (Ascension), resolving a reasonable cause finding that Ascension discriminated against non-U.S. citizens (U.S. nationals, lawful permanent residents, asylees, and refugees) by requesting more or different documents than necessary during the employment eligibility reverification process. ComForcare agreed to settlement where it pays $1,210 in civil penalties and $524.96 in back pay. Auto Parts Antitrust. 1324b and how to contact OSC, and be subject to departmental monitoring of its hiring and recruiting practices for a period of three years. Settlement Press Release Settlement Agreement, Motorcoach Class A Transportation, Inc. (Unfair Documentary Practices) September 2014. Navajo Express (Citizenship Status) December 2022. 10:56 AM. On August 15, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Real Time Staffing Services, LLC, doing business as Select Staffing, a company based in Santa Barbara, California. As part of the settlement agreement, MicroLink Devices will pay $12,000 in civil penalties. 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. 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. Commercial Cleaning Systems (Unfair Documentary Practices) June 2014. 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. 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. Among other things, the agreement required Kmart to pay the charging party $13,800 in back pay to the Charging Party, pay $14,000 in civil penalties to the United States, and ensure that relevant human resources personnel participate in training on the anti-discrimination provision of the INA. On October 15, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with North American Shipbuilding, resolving an OSC investigation. Priority Construction, Inc. (Citizenship Status) October 2021. 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. On February 18, 2020, the Division signed a settlement agreement with Chancery Staffing Solutions LLC, aka TransPerfect Staffing Solutions, a legal staffing company headquartered in New York, NY. 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. 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. 1324b(a)(1). On December 12, 2018, IER signed a settlement agreement with Afni Inc. resolving a workers charge against one of the companys Tucson, Arizona locations. to pay a civil penalty of $82,800 to the United States, pay $8,746.43 in lost wages to the charging party who filed the initial charge, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, make policy changes, and be subject to Division monitoring and reporting. You may be eligible to submit a claim, even if you do not have proof of purchase. University of California San Diego Medical Center (Unfair Documentary Practices) December 2011. IERs investigation concluded that the company (1) engaged in a pattern or practice of recruiting and hiring only U.S. citizens or U.S. citizens and lawful permanent residents for certain positions without legal justification, in violation of 8 U.S.C. BAE Systems Ship Repair, Inc. (Unfair Documentary Practices) December 2011. 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 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. Settlement Press Release Settlement Agreement Back Pay Survey, Adecco USA, Inc (Unfair Documentary Practices and Citizenship Status) December 2019. Class Action Settlements Class Action Settlements Below we list the current class action settlements we have been able to locate. 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. IERs independent investigation found that the company declined to consider U.S. workers for its seasonal production helper positions based on an assumption that U.S. workers would not want temporary work, and hired H-2B visa holders instead. Most of the advertisements restricted job opportunities to U.S. citizens, or U.S. citizens and lawful permanent residents. The investigation, based on a referral from the Department of Homeland Securitys E-Verify program, established that ACC engaged in a pattern or practice of discrimination in violation of 8 U.S.C. On January 30, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with City of Waterloo, Iowa, resolving allegations that the city violated the anti-discrimination provision of the Immigration and Nationality Act (INA) when it imposed a U.S. citizenship requirement in its hiring process for entry-level firefighters. On April 6, 2017, the Division signed a settlement agreement with Respondent resolving an investigation into the Respondents employment eligibility practices. Nebraska Beef, Ltd (Unfair Documentary Practices) October 2015. 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. 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. On January 14, 2021, the Division signed a settlement agreement with National Systems America, LP (NSA) to resolve claims based on its independent investigation into whether the company engaged in discrimination based on citizenship status in the hiring and employment eligibility verification processes in violation of 8 U.S.C. Specifically, IERs investigation found that the IT consulting company asked the Charging Party to produce more documents to assess his employment eligibility after he had already provided sufficient documentation, based on his citizenship status. On October 15, 2015, Respondent paid its Court-ordered civil penalty of $3,200. 1324b(a)(1)(A). Four of these advertisements sought only U.S. citizens and lawful permanent residents, thereby deterring others with permission to work in the U.S. without sponsorship, including asylees and refugees, from applying and receiving fair consideration for the employment opportunities. The settlement also resolves claims that SMSC discriminated against non-U.S. citizens by restricting security officer positions in Georgia to U.S. citizens without a legal basis. Complaint Press Release Complaint, Technical Marine Maintenance Texas (Unfair Documentary Practices) July 2017. The investigation revealed that the company had a pattern or practice of requesting more or different documents from lawful permanent residents when their Permanent Resident Cards expired. The settlement requires Temple Beth El to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. The department's investigation, which was initiated based on a referral from the U.S. Under the agreement, the Bakery agreed to pay $45,000 in civil penalties, participate in IER-provided training on the INAs anti-discrimination provision, and undergo departmental reporting and monitoring. American Association of Colleges of Podiatric Medicine (AACPM), Prestigious Placement Settlement Agreement. 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. 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. 2019 - KUSI News Allied Universal's San Diego, CA branch held a hiring event for veterans. Under the agreement, DC Precision Machining will pay back pay of over $21,000 to the worker and a civil penalty of $13,400 to the United States, revise its policies and procedures, train relevant employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. Under the agreement, Pinnacle Logistics agreed to pay a civil penalty to the United States and $7,641 in back pay to the asylee, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. Under the terms of the settlement, Whiz agreed to pay $21,870 in back pay/front pay to the terminated worker, $1,000 in civil penalties to the United States Treasury, and three years of monitoring and reporting requirements. Secure .gov websites use HTTPS IERs investigation determined that the company terminated the high-performing Mexican-American employee based on her coworkers discriminatory bias. Top Class Actions has helped law firms across the country successfully find plaintiffs for class action lawsuits & mass torts since 2008, receiving tens of thousands of leads per month. 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. v. Universal Protection Services LP d/b/a Allied Universal Security Services Class Action Lawsuit. 1324b(a)(6). On March 21, 2017, the Division signed a settlement agreement with Respondent resolving an investigation into the companys employment eligibility verification practices. 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. The new settlements resolve IERs reasonable cause findings that each of the four employers discriminated against college students by posting at least one unlawful job advertisement on job recruitment platforms used by the Georgia Institute of Technology including a citizenship status restriction. (2012). On May 27, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Luis Esparza Services, Inc. Complaint Press Release Complaint, American Cleaning Company (Unfair Documentary Practices) October 2016. On November 14, 2016, the Division filed a complaint against Washington Potato Company and Pasco Processing with the Office of the Chief Administrative Hearing Officer (OCAHO) alleging that Pasco Processing, while under the direction and control of one of its parent companies, Washington Potato, engaged in a pattern or practice of discriminatory documentary practices in violation of 8 U.S.C. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. The Divisions investigation, based on an advertisement on Respondents website, established that the Denver Sheriff Department engaged in a pattern or practice of citizenship discrimination in violation of 8 U.S.C. Rose Acre Farms, Inc. (Unfair Documentary Practices) June 2012. No. The Divisions investigation found that MDCPS required non-U.S. citizens to produce more documents than necessary for the purpose of verifying their employment eligibility, but did not make those requests of U.S. citizens. On June 12, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Commercial Cleaning Systems resolving allegations that the Denver, Colorado-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by routinely requesting specific DHS-issued documentation from work-authorized non-U.S. citizens during the employment eligibility verification processes while not making similar demands of U.S. citizens. On December 3, 2012, the Department of Justice issued a press release announcing a settlement with ComForcare In-Home Care & Senior Services (ComForcare) a small home care provider based in Tigard, Oregon. Diversified Maintenance Systems, LLC (Retaliation) September 2012. The complaint alleges that Crop Production imposed more burdensome requirements on U.S. workers than it did on H-2A visa workers to discourage U.S. workers from working at the facility. As part of the settlement agreement, Best Packing will pay $4,379 in back pay to the Charging Parties and undergo mandatory training regarding proper employment eligibility verification procedures. 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. Mortons Steakhouse (Citizenship Status, Unfair Documentary Practices) June 2010. On December 9, 2015, an OSC attorney gave a webinar presentation to the two co-owners pursuant to a court Order. Feltham and her husband, Mathieu A. Leonelli, (collectively, plaintiffs) filed a lawsuit alleging Villegas's employer, Universal Protection Service, LP, erroneously sued as Allied Universal Corporation (Allied), was liable for Villegas's negligence. Designated company human resources and managerial 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 INA. Under the agreement, ACS will, among other terms, engage in corrective measures including training and ensuring review of its future job postings, and pay a civil penalty. Settlement Press Release Settlement Agreement, Rose Acre Farms, Inc. (Unfair Documentary Practices) August 2018. U.S. Service Industries (Unfair Documentary Practices) January 2015. On February 9, 2015, the Justice Department reached a settlement agreement with Standard TyTape Company, resolving an investigation opened by the Division on September 25, 2014. 1324b(a)(1), by refusing to hire him because of his status as a conditional Lawful Permanent Resident even though the Districts hiring committee rated him as the most qualified applicant. 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. Under the agreement, Ameritech will pay a civil penalty of $10,000 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 two-year term. 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). Allied Universal Holdco, LLC (Unfair Documentary Practices) September 2019. On June 21, 2008, the Division reached a settlement agreement with iGate Mastech, Inc. and the Programmers Guild addressing Programmers Guild allegations of citizenship status discrimination in violation of the INAs anti-discrimination provision. Under the settlement agreement, Freedom Home Care will pay $832 in back pay to the Charging Party and $400 in civil penalties. Under the terms of the settlement agreement, Abercrombie will pay $3,661.14 in back pay to the complainant and a civil penalty to the United States; establish a back pay fund of $153,932.00 to compensate other individuals who may have been harmed; and be subject to monitoring of its employment eligibility verification practices for two years. 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. International, Inc. (Unfair Documentary Practices) May 2021. On January 17, 2017, OSC signed a settlement with J.E.T. IERs investigation found that Amiga posted at least six facially discriminatory job advertisements in 2021. IERs investigation concluded that at the end of the 2016-2017 strawberry picking season, SWF informed its existing U.S. workers that in the future it would rely instead on workers with H-2A visas from a farm labor contractor to harvest its strawberries for the next season, and then retained a farm labor contractor for the express purpose of obtaining workers with H-2A visas. R-Tronics, LLC (Citizenship Status) December 2012. On July 6, 2020, the Division signed a settlement agreement with Bel USA LLC, resolving claims that Bel USA, located in Miami-Dade County, Florida regularly required work-authorized non-U.S. citizens, but not similarly-situated U.S. citizens, to provide specific Department of Homeland Security-issued employment eligibility documents during the employment eligibility verification process because of their citizenship or immigration status. The Divisions investigation, based on a charge filed by a lawful permanent resident, established that Levys Barclay Arena restaurant improperly reverified the continued work authority of two permanent residents, required those work-authorized non-citizens to present specific types of documents to confirm their continued work authority, and suspended one of those non-citizens (the Charging Party) when he was unable to present the required specific document. Washington Potato Company (Unfair Documentary Practices) November 2016. Even though E-Verify found that all of Bianchis non-U.S. citizen employees had permission to work, by only subjecting them to E-Verify, Bianchi imposed an additional burden on them in the hiring process because of their citizenship or immigration status. Dec. 21, 2018 - X Stage @ GSX18, an interview with Ty Richmond . On June 25, 2018, IER signed a settlement agreement with J.C. Penney Corporation, Inc. (the Company) resolving a charge-based and a related independent investigation into the Companys employment eligibility verification practices nationwide. Select Staffing (Unfair Documentary Practices) August 2014. Paramount Staffing (Unfair Documentary Practices) September 2013. The Division's investigation established that Constructor Services utilized discriminatory documentary practices in the employment eligibility verification process based on citizenship status. Monitoring/reporting period expires July 9, 2018. A Manhattan security guard has filed a class-action lawsuit against Allied Universal, which provides security guards to retail stores, hospitals and other locations, alleging the company. 1324b(a)(6). On May 29, 2019, IER signed a settlement agreement with El Expreso Bus Company (El Expreso), resolving IERs reasonable cause conclusion that the company failed to consider U.S. workers for its temporary bus driving position in 2016 because it preferred to hire temporary H-2B visa workers for those positions, in violation of 8 USC 1324b(a)(1). pay $2,500 in civil penalties to the United States, train its relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting requirements for two years. 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 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. Under the agreement Commercial Cleaning Systems will pay $53,500 in civil penalties to the United States, set aside a fund of twenty five thousand dollars ($25,000) to compensate work-authorized individuals who suffered economic damages, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for one year. Oakwood Health Promotions (Citizenship Status) December 2010. Under the terms of the agreement with Travel Management Company, the company will pay $22,000 in civil penalties to the United States. Security Services Technology Services Professional Services The State of Security Today Settlement Press Release Settlement Agreement, Garland Sales, Inc. (Retaliation, Unfair Documentary Practices) December 2011. 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. 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. Gamewell Mechanical 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 May 17, 2022, IER signed a settlement agreement with JMJ Talent Solutions, Inc. to resolve IERs reasonable cause finding that the staffing company discriminated against the Charging Party, a lawful permanent resident, and two other lawful permanent residents, in violation of 8 U.S.C. Current Parent Company Name: Allied Universal Security Services Ownership Structure: privately held Headquartered in: Pennsylvania . 1324b. On October 13, 2015, the Division issued a press release announcing that it filed a complaint against Nebraska Beef, Ltd., alleging that the company breached a settlement agreement that the parties entered into on August 24, 2015. The Office of the Sheriff had already addressed an identified victim's back pay claims through an earlier agreement based on a private lawsuit. As part of the agreement, the company will pay $215,000 to the United States, create a $55,000 back pay fund, undergo training on the antidiscrimination provision of the INA, and be subject to departmental monitoring of its employment eligibility reverification practices for a period of two years. Florida Power & Light Debt-Collection Emails Class Action Lawsuit Claim Form Deadline: June 20, 2022 Who's Eligible: The settlement benefits Flordians who received debt collection emails from Florida Power & Light Company between 9 p.m. and 8 a.m. EST Oct. 16, 2019, through Oct. 15, 2021. On March 8, 2011, the Division and the New York Regional Office of the U.S. 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 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 June 19, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Accountemps, a division of Robert Half International Inc. On May 7, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Master Klean Janitorial resolving allegations that the Denver, Colorado-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by routinely requesting specific DHS-issued documentation from work-authorized non-U.S. citizens during the employment eligibility verification processes while not making similar demands of U.S. citizens. 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