Ten Things Workers Say About Workplace Bullying

December 13, 2011 by Leave a Comment
If your fear of work involves more than just that towering pile of assignments on your desk, you may not be alone.
 
 
According to a survey from CareerBuilder.com, 27% of employees have indicated they felt bullied while at the workplace. The survey notes that the problem is more commonly reported for women (34%) than for men (22%). (WCxKit)
 
 
For those employees who reported they had been bullied, the following points were noted as the most typical forms of such actions:
 

1.      My comments were dismissed or not acknowledged – 43%

2.      I was falsely accused of mistakes I did not make – 40%

3.      I was harshly criticized – 38%

4.      I was forced into doing work that really was not my job – 38%

5.      Different standards & policies were used for me than for other workers – 37%

6.      I was given mean looks – 31%

7.      Others gossiped about me – 27%

8.      My boss yelled at me in front of other co-workers – 24%

9.      Belittling comments were made about my work during meetings – 23%

10.  Someone else stole credit for my work – 21%.

 
 
While standing up to bullying can get a worker in trouble, it appears many do seem to see it as a deterrent to confronting the situation. A majority of employees claim they will stick up for themselves. Close to half of workers who indicated they’d been bullied also noted they would confront the individual head on, and 28% said they informed human resources. (WCxKit)
 
 
“Bullying is a serious offense that can disrupt the work environment, impact morale, and lower productivity,” said Rosemary Haefner, vice president of Human Resources at CareerBuilder. “If you are feeling bullied, keep track of what was said or done and who was present. The more specifics you can provide, the stronger the case you can make for yourself when confronting the bully head on or reporting the bully to a company authority.”
 
 
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contributor to the best selling book, Workers Compensation Management Program: Save 20% t0 50%. See www.LowerWC.com for more information. Contact:Info@ReduceYourWorkersComp.com.
 
 
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Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: Communication with Employees, EEOC Discrimination Laws, WC 101 Tagged With: , ,

National Insurer Sued under ADA For Failure to Hire Methadone User

November 17, 2011 by Leave a Comment
The U.S. Equal Employment Opportunity Commission (EEOC) has sued a national insurer claiming the firm violated federal law by refusing to hire a North Carolina man after he disclosed he was participating in a methadone treatment program for drug addiction.
 

The suit was filed in U.S. District Court in Raleigh against United Insurance Co. of America, according to EEOC attorney Lynette Barnes. (WCxKit)
 
 
The complaint argues the firm violated federal disability discrimination law by refusing to hire Craig Burns, 30, who applied for a job in the firm’s Raleigh office in December of 2009. The firm made a conditional offer of employment to Burns the following month, depending upon his passing a drug test.
 
 
The test showed the presence of methadone in his system, so Burns submitted a letter to the firm from his treatment provider saying he was participating in a supervised methadone treatment program and taking legally prescribed medication as part of the treatment, the complaint said. Upon receiving this information, United Insurance notified Barnes he was not eligible to be hired and withdrew the employment offer.
 
 
According to Barnes, the action violates the Americans with Disabilities Act, which protects employees and applicants from discrimination based on their disabilities. A recovering drug addict is covered under the act. (WCxKit)
 
 
The suit seeks back pay, compensation for financial loss, along with punitive damages.
 
 
Author Robert Elliott, executive vice president, Amaxx Risk Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com.


WORKERS COMP WORKBOOK: www.wcmanual.com
WORK COMP CALCULATOR: www.LowerWC.com/calculator.php
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: EEOC Discrimination Laws, Legal Doctrines, Medical Issues Tagged With: , , , , ,

Woman Fired After Alleging Harassment, Court Takes her Side

October 6, 2011 by Leave a Comment
A federal district court judge in Milwaukee entered a consent decree resolving an employment discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC) against a major Wisconsin building products company, the agency announced recently.
 
 
The EEOC charged Sheboygan Falls, Wis.-based Richardson Industries, Inc., (doing business as Richco Structures), violated federal law when it fired employee Morgan Rae Brocker after supervisors allegedly reported to management that another Richco supervisor sexually harassed Brocker at the company’s Christmas party in 2005.(WCxKit)
 
 
Such alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit (EEOC v. Richardson Industries, Inc., d/b/a Richco Structures, Civil Action No. 2:10-C-0505) in U.S. District Court for the Eastern District of Wisconsin on June 18, 2010, after first trying to reach a pre-litigation settlement through its conciliation process.
 
 
The decree entered July 14, by U.S. District Judge Charles Clevert prohibits future discrimination and provides that Richco will pay Brocker $22,500 and train its managers and supervisors on employers’ obligations and the rights of employees under Title VII.
 
 
According to company information, Richardson Industries, Inc., is a privately held corporation with several different divisions devoted to furniture and woodworking. (WCxKit)
 
 
The company’s website states that Richco Structures, which is located in Sheboygan Falls, Haven and De Pere, Wis., and is part of the company’s Richardson Building Products division, “Is one of the Midwest’s largest manufacturers of custom fabricated wood roof trusses, floor trusses, and wall components, as well as a distributor of engineered wood products for the construction industry.”

 
Author Robert Elliott, executive vice president, Amaxx Risk Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com.


Learn MORE about WORKERS COMP: www.WCMANUAL.com
 
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: EEOC Discrimination Laws, Employment Law Issues Tagged With: , ,

Using Racial Profiling Eatery Owner Refuses Service

September 14, 2011 by Leave a Comment
A Dorchester restaurant and bar and its owner have been accused of violating Massachusetts civil rights and public accommodations laws in a lawsuit filed by Attorney General Martha Coakley’s Office.
 
 
According to the AG’s office, the complaint alleges the eatery, Peggy O'Neil, engaged in a pattern of not allowing customers of color to enter and use the bar. (WCxKit)
 
 
“We allege that [Caron O'Neil, owner of] Peggy O’Neil engaged in discriminatory and unlawful conduct,” Coakley said. “No one who lives, works, or visits Massachusetts should be subjected to discrimination.  All businesses must ensure that appropriate anti-discrimination policies are posted and adhered to within their establishments.”
 
 
The lawsuit claims that in December 2010, two men of Cape Verdean and African-American descent went to Peggy O’Neil, located in Dorchester, and waited in line with other customers as staff allowed numerous Caucasian customers to enter the bar in front of them. The owner, Caron O’Neil, who was working alongside bar staff allegedly said to the group, “This is your first time here, huh?” and informed them that they could not get in because it was too late.  She allegedly told the group she did not “want any trouble,” that she didn’t know them, and that they should find somewhere else to go.  At the same time, several white customers were allowed to enter the bar. 
 
 
Later that evening, a second group of friends of Cape Verdean, Spanish and African American descent went to the bar and was also allegedly denied entry by bar staff.  Bar staff asked them for their identification cards which they provided.  The bouncer allegedly asked them if they knew the owner of the bar and who they were there to see.  At the same time, other Caucasian customers were allowed to enter the bar, many of whom appeared to be intoxicated. 
 
 
According to the lawsuit, O’Neil told the group that they could not come in the bar because they did not know the bar’s owner.  She allegedly stated to them, “You don’t look like the type of people” the owner would know and “we don’t like people of your kind here” among other statements.  The lawsuit further states that a third group of persons of color were denied entry to Peggy O’Neil in April 2011 and were treated in a similar manner. (WCxKit)
 
 
The Attorney General’s lawsuit is seeking monetary damages, civil penalties and permanent injunctive relief, in addition to a preliminary injunction requiring the defendants and Peggy O’Neil’s staff to comply with state and federal anti-discrimination and consumer protection laws, undergo anti-discrimination training, and implement an approved anti-discrimination policy.
 

Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com.
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: EEOC Discrimination Laws, Legal Doctrines Tagged With: , , ,

Alcoa Mill to Pay Nearly $485K in Discrimination Cases

August 9, 2011 by Leave a Comment
 
Alcoa Mill Products, Inc., will pay $485,000 in back wages to 37 Hispanics and African-Americans as well as $35,500 to two women who all were rejected for job positions at the company's plant in Lancaster, Pa.
 
 
The settlement resolves a finding by the U.S. Department of Labor that the company discriminated against Hispanic, African-American and female applicants for material handler positions. Alcoa Mill Products is part of Alcoa Inc., a major aluminum producer.(WCxKit)
 
 
The department's office of federal contract compliance programs conducted a scheduled compliance review of the Lancaster manufacturing facility from 2009 to 2010, and determined the company had violated an executive order in failing to meet its obligations as a federal contractor, ensuring qualified job applicants receive equal consideration for employment without regard to sex, race, color, religion, or national origin. Alcoa holds contracts with the U.S. Army in excess of $50 million.
 
 
"No worker should be denied a job because of factors that have absolutely nothing to do with his or her ability to accomplish the work," said OFCCP Director Patricia Shiu. "I am glad we reached a fair settlement with Alcoa Mill Products, one that not only provides financial remedies for the affected victims, but also creates opportunities for good jobs."
 
 
Under a conciliation agreement with OFCCP, Alcoa Mill Products agreed to pay back wages and extend job offers to nine of the 37 identified class members as positions become available.(WCxKit)
 
 
Additionally, the company agreed to spend at least $20,000 on equal employment opportunity, anti-harassment, and sensitivity training for its workforce, including all managers and human resource personnel involved in hiring. Finally, the company agreed to revise its selection process for material handlers.

 
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com.


Our WC Book:  http://www.wcmanual.com
WORK COMP CALCULATOR: http://www.LowerWC.com/calculator.php
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: Communication with Employees, EEOC Discrimination Laws Tagged With: , ,

Discrimination Alive and Well in the Global Workforce

July 14, 2011 by Leave a Comment
 
In the new Global Report on Equality at Work 2011, the International Labor Office (ILO) is stating that in spite of continuous positive advances inanti-discrimination legislation, the global economic and social crisis has led to a higher risk of discrimination against some groups like migrant labour.
 
“Economically adverse times are a breeding ground for discrimination at work and in society more broadly. We see this with the rise of populist solutions,” said ILO Director-General Juan Somavia, adding, “this threatens painstaking achievements of several decades.” (WCxKit)
 
 
The report entitled Equality at Work: The Continuing Challenge, cites equality bodies which receive increased numbers of complaints, showing that workplace discrimination has become more varied, and discrimination on multiple grounds is becoming the rule rather than the exception.
 
 
It also warns against a tendency during economic downturns to give lower priority to anti-discrimination policies and workers’ rights in practice. “Austerity measures and cutbacks in the budget of labor administrations and inspection services, and in funds available to specialized bodies dealing with non-discrimination and equality, can seriously compromise the ability of existing institutions to prevent the economic crisis from generating more discrimination and more inequalities,” the report says.
 
 
According to the report, the lack of reliable data in this context makes it difficult to assess the exact impact of these measures. It therefore calls on governments to put into place human, technical, and financial resources to improve data collection on discrimination at the national level.
 
 
The report also notes that new forms of discrimination at work arise while the old challenges remain at best only partially answered.
 
 
Among the key findings of the report:
 
1.      Significant progress has been made in recent decades in advancing gender equality in the world of work. However, the gender pay gap still exists, with women’s wages being on average 70 to 90 percent of men’s. While flexible arrangements of working schedules are gradually being introduced as an element of more family-friendly policies, discrimination related to pregnancy and maternity is still common.
 
2.      Sexual harassment is a significant problem in workplaces. Young, financially dependent, single, or divorced women and migrants are most vulnerable, while men who experience harassment tend to be young, gay, or members of ethnic or racial minorities.
 
3.      Combating racism is as relevant today as it ever was. Barriers impeding equal access to the labour market still need to be dismantled, particularly for people of African and Asian descent, indigenous peoples and ethnic minorities, and above all women in these groups.
 
4.      Migrant workers face widespread discrimination in access to employment, and many encounter discrimination when employed, including access to social insurance programs.
 
5.      Rising numbers of women and men experience discrimination on religious grounds, while discrimination based on political opinion tends to take place in the public sector, where loyalty to the policies of authorities in power can be a factor in access to employment.
 
6.      Work-related discrimination continues to exist for many of the world’s 650 million persons with disabilities as their low employment rate reveals.
 
7.      Persons with HIV/AIDS can suffer discrimination through mandatory testing policies, or testing under conditions, which are not genuinely voluntary or confidential.
 
8.      In the European Union, 64 per cent of those surveyed expected that the economic crisis would lead to more age discrimination in the labour market.
 
9.      In a limited number of industrialized countries, discrimination based on lifestyle has emerged as a topical issue, especially in relation to smoking and obesity. (WCxKit)
 
 
The Global Report recommends four priority steps to combat discrimination including the promotion of the universal ratification and application of the two fundamental ILO Conventions on equality and non-discrimination; the development and sharing of knowledge on the elimination of discrimination in employment and occupation; development of the institutional capacity of ILO constituents to more effectively implement the fundamental right of non-discrimination at work; and strengthening of international partnerships with major actors on equality.
 
 
1. Equality at Work: The Continuing Challenge, Global Report under the follow-up to the ILO Declaration on Fundamental Principles and Rights at Work, International Labour Conference, 100th Session 2011, International Labour Office, Geneva.
 

Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker, and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality, and manufacturing. See www.LowerWC.com for more information. Contact:RShafer@ReduceYourWorkersComp.com.

 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: EEOC Discrimination Laws, WC 101 Tagged With: , , ,

Ohio Fire Chief Loses Discrimination Suit in Federal Court

July 13, 2011 by Leave a Comment
The Columbus (Ohio) Fire Division battalion chief who was the first female in that position has come up short in the discrimination lawsuit she filed against the city in federal court.
 
 
According to The Columbus Dispatch, U.S. District Judge Michael Watson dismissed Yolanda Arnold's claims that she had been harassed due to the fact she is black and that she had suffered retaliation because of her discrimination claims. Arnold also claimed she was humiliated and embarrassed. (WCxKit)
 
 
Watson ruled recently that Arnold did not offer specific proof of her allegations in three years of court proceedings that included a number of depositions of witnesses and presentations of exhibits like emails, newspaper stories and other documents.
 
 
According to Watson, a large amount of the evidence was hearsay, which was not admissible direct evidence of discrimination.
 
 
Arnold, 55, who is still a Columbus fire battalion chief, said recently that she is appealing the judges decision to dismiss her suit.
 
 
The lawsuit originated from allegations by city building inspectors in 2004 that fire inspectors under Arnolds command were missing inspections and collecting overtime pay.
 
 
Separate investigations by the Columbus police and fire divisions detected no wrongdoing. A third investigation, by a private attorney, reported management problems in the Fire Prevention Bureau, which Arnold oversaw, but it also found that claims of racial discrimination in the bureau were unfounded.
 
 
At the time of the third investigation, Fire Chief Ned Pettus accused Arnold of lying to investigators and suspended her for a week. She also was removed from the Fire Prevention Bureau.
 
 
Arnold filed the lawsuit in January 2008. Watsons ruling was in response to a request from the city for a summary judgment against Arnold.
 
 
Ten other Columbus firefighters who were employed as fire inspectors filed three similar discrimination lawsuits against the city in federal court. (WCxKit)
 
 
Watson dismissed a pair of those suits on March 31, the day he also threw out Arnolds. A third is pending.
 
  
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact:Info@ReduceYourWorkersComp.com.
 
 
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
Filed Under: EEOC Discrimination Laws, Legal Doctrines, WC 101 Tagged With: , , , , , , ,

Online College To Pay $260,000 To Settle EEOC Lawsuit Charging Sexual Harassment

July 8, 2011 by Leave a Comment
Arizona-based High-Tech Institute Inc., doing business as Anthem College Online, will pay $260,000 as part of a settlement of a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced.
 
 
In its suit in U.S. District Court for the District of Arizona (Civil Action No.CV-09-2041-ROS), the EEOC charged that Anthem College subjected female employees to repeated sexual harassment by supervisors. (WCxKit)
 
 
According to the EEOC, six female admissions representatives working at the Phoenix, Ariz., location were frequently sexually harassed by three supervisors.  EEOC allegations included that the supervisors engaged in unwanted sexual touching and comments, writing sexually suggestive e-mails and soliciting sex from employees during unwelcome visits to the their homes in the early morning hours. Some of this abusive behavior was witnessed by other Anthem College employees, the EEOC said.
 
 
The EEOC maintained that Anthem College knew or should have known about and tolerated this sexually hostile work environment caused by its supervisors. The agency said the company’s former human resource manager wrote that Anthem College employees were fearful to come forward because an alleged harasser was seen drinking and socializing with upper management and that there was blatant disrespect to employees and rampant poor management.
 
 
According to the EEOC, the company unreasonably delayed removing a class member from under the supervision of an alleged harasser who, the company’s own former human resources manager testified, was a “psychopath.” The EEOC argued that despite Anthem College’s knowledge about the harassment, the company failed to take reasonable steps to investigate and remedy the harassment.
 
 
“Employees who have an official or strong duty to communicate to management are considered part of management,” said EEOC Regional Attorney Mary Jo O’Neill of the Phoenix District Office, which originated the legal action. “Here, there was a breakdown in reporting by persons, whose job descriptions required them to report any issues affecting the normal operation of the admissions department, including sexual harassment. They failed to do so, with serious consequences.”
 
 
In addition to the settlement requiring Anthem College to pay $260,000 to the former employees, Anthem College also must investigate any further complaints of sexual harassment, provide training for managers and supervisors on conducting sexual harassment investigations and post a notice that harassment of Anthem College employees will not be tolerated. (WCxKit)
 
 
EEOC Phoenix District Director Rayford Irvin added, “We insist that companies fulfill their obligation to protect employees from sexual harassment and provide the necessary training to ensure this protection."
 
 
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact:Info@ReduceYourWorkersComp.com .

 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Filed Under: EEOC Discrimination Laws, Safety and Loss Control Tagged With: , , , ,

Wal-Mart Opens Up Checkbook to Compensate Group of Hispanic Employees

June 27, 2011 by Leave a Comment
Wal-Mart has agreed to pay $440,000 to a group of Hispanic employees in Fresno who say they were subjected to ethnic slurs and derogatory remarks by a co-worker.
 
 
The settlement was announced recently by the Equal Employment Opportunity Commission.
 
 
The EEOC sued Wal-Mart and its affiliate Sam's Club in 2009, alleging the workers were being harassed and that Wal-Mart failed to halt the mistreatment in a timely manner a charge Walmart has denied. (WCxKit)
 
 
At least nine employees of Mexican descent and one, who is married to a Mexican, claim they endured ethnic slurs on a daily basis by a co-worker, who was also Hispanic. The workers, who provided food samples to customers, complained in April 2006, but no immediate action was taken, EEOC officials report.
 
 
Instead, the harassment intensified, according to Christine Park-Gonzalez, an EEOC program analyst in Los Angeles.
 
 
It was not  until the workers filed a complaint with EEOC in October that Sam's Club fired the harasser in December 2006.
 
 
According to Wal-Mart spokesman Greg Rossiter, the company fired the worker once the full extent of the allegations was brought to the company's attention.
 
 
As part of the settlement, Wal-Mart also agreed to make changes in how it deals with these issues at its Fresno and Bakersfield Sam's Club stores. (WCxKit)
 
 
The company committed to a three-year agreement to provide training to employees regarding anti-discrimination laws; teach managers how to investigate and report harassment complaints; and create a tracking system for complaints.
 
 
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact:Info@ReduceYourWorkersComp.com.
 
 
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
Filed Under: California Workers Comp, EEOC Discrimination Laws Tagged With: , , , , , ,

Discrimination against 151 Minorities Leads to $700,000 Settlement

March 22, 2011 by Leave a Comment
Federal contractor InterCall will pay $700,000 in back wages, interest and benefits to 151 minority job applicants who were subjected to discrimination by the company.
 
 
The settlement follows an investigation by the U.S. Department of Labor's Office of Federal Contract Compliance Programs, which found that 103 black, 28 Asian and 20 Hispanic job applicants were systemically rejected for sales associate positions at the company's Chicago offices in 2006 and 2007. In addition to financial compensation, InterCall will extend a total of 14 offers of employment to affected applicants as positions become available. (WCxKit)
 
 
"I'm pleased that we were able to work out a fair resolution on this case," said OFCCP Midwest Regional Director Sandra Zeigler. "Companies that do business with our government have a responsibility to ensure that their workplaces are safe, fair and diverse. Going forward, we expect that will be true at InterCall."
 
 
During a scheduled compliance review, OFCCP determined that the company had violated Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating on the basis of race and national origin in their employment practices.
 
 
Under the terms of the conciliation agreement worked out between the Labor Department and InterCall, the company will pay $700,000 to be divided among the 151 affected minority applicants who return timely notifications. The company also has agreed to undertake extensive self-monitoring and corrective measures to ensure that all employment practices fully comply with the law and will immediately correct any discriminatory practices. (WCxKit)
 
 
InterCall, a subsidiary of West Corp. of Omaha, Neb., is the worlds largest conferencing provider. Between 2005 and 2008, the company had a $1.7 million contract to provide software, telecommunication support and recording services to the U.S. Department of Health and Human Services.
 
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com or 860-553-6604.
 
 
 
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers comp issues.
 
© 2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
Filed Under: EEOC Discrimination Laws, Employment Law Issues Tagged With: , , , ,
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