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Recent Jury Verdicts And Settlements

Published by on September 8, 2009

Our July report on recent jury verdicts and settlements (that was not published due to the server outage) follows after the break.  We will do an update for August soon. NY — Suffolk police officer wins pregnancy discrimination and retaliation trial in federal court. NY — Another Suffolk police officer wins discrimination suit, this time […]

Our July report on recent jury verdicts and settlements (that was not published due to the server outage) follows after the break.  We will do an update for August soon.

NY — Suffolk police officer wins pregnancy discrimination and retaliation trial in federal court.

NY — Another Suffolk police officer wins discrimination suit, this time based on disability.  The jury awarded $450,000 in compensatory damages.  Another story here.

TN — Judge reduces jury award from $300,000 to $168,000 in reverse discrimination case against University.

PA — Lawsuit costs could overwhelm swim club sued for discrimination.

CA — “ResCom Services, Inc., a Vista, Calif.-based property service company, will pay $115,000 and furnish other relief to settle a national origin discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The EEOC had charged that Latino employees were discriminated against when ResCom disciplined them for being absent from work on May 1, 2006, the day of a “May Day” immigration rally.

The EEOC filed suit after investigating a discrimination charge filed by Latino employee [Plaintiff], who was suspended from ResCom’s San Diego facility after his supervisor assumed he had missed work to attend the immigration rally. In addition to [Plaintiff], the EEOC identified two additional current and former Latino employees who were also disciplined, one even being terminated, for their absence on the day of the rally when ResCom subjected them to false assumptions based on stereotypes shaped by their national origin. ResCom had previously established a policy prohibiting its majority Latino workforce from attending the rally. All three employees had either received pre-approval for their absence or had notified a supervisor in advance of their absences, none of which were related to the rally.”

MA — “National employment agency chain Preferred Labor LLC, doing business as Preferred People Staffing, has agreed to pay $250,000 to settle a sex discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. Preferred Labor agreed to settle the lawsuit after selling its entire temporary day labor business to another employment agency.

According to the EEOC’s lawsuit, filed in the U.S. District Court for the District of Massachusetts (Case No. 06-40190), the North Carolina-based employment agency subjected a class of female employees in its Worcester, Mass., facility to unlawful job segregation on the basis of sex and then retaliated against one woman for complaining. The EEOC said that Preferred restricted women to a narrow range of assignments and complied with discriminatory requests from its clients for male-only temporary employees.”

IL — “The U.S. Equal Employment Opportunity Commission (EEOC) announced today that Swissotel will pay $90,000 under a consent decree entered by the federal district court here to resolve a harassment and wrongful termination lawsuit brought by the EEOC on behalf of a developmentally disabled adult.  The EEOC charged in its suit that Swissotel violated the Americans With Disabilities Act (ADA) by permitting two supervisors at its downtown Chicago hotel to harass the employee because of his developmental disability. Specifically, the EEOC said, the employee was repeatedly called “retarded” by his supervisors. Further, the EEOC charged, Swissotel then terminated the employee because of his disability.

In addition to paying $90,000, Swissotel is required under the consent decree settling the suit to give ADA training to all of its Chicago-based employees, post a notice of the settlement at its Chicago hotel, and report to the EEOC complaints of harassment or disability discrimination and any actions taken as a result of the complaints.”

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