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. Sernak has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the three-year term of the agreement. Under the terms of the agreement with Travel Management Company, the company will pay $22,000 in civil penalties to the United States. 1324b(a)(6). NEW ORLEANS - U.S. Security Associates, Inc., a security company doing business as Conshohocken, Pa.-based Allied Universal, has agreed to pay a uniformed security guard $110,000 to settle a lawsuit brought by the U.S. On November 22, 2016, the Division signed a settlement agreement resolving its investigation of Aldine Independent School District. Hartz is also required to pay a civil penalty of $1,400, and be subject to department monitoring. On November 29, 2021, IER signed a settlement agreement with Gap, Inc. (Gap), resolving claims that the company discriminated against certain non-U.S. citizens (including lawful permanent residents, refugees and asylees) and naturalized U.S. citizens because of their current or prior immigration status, in violation of 8 U.S.C. IERs investigation found that the company asked the three lawful permanent residents to show specific documents to prove their permission to work in the United States rather than giving them a choice as to which acceptable documentation to show, based on their citizenship status. 1324b(a)(6) by requesting newly-hired non-U.S. citizens, but not newly-hired U.S. citizens, to produce specific documents to establish their authority to work. The Divisions investigation found that between December 2015 and February 2016, ACSs Cookeville office created and published a job posting stating that applicants for machine operator positions at a client company must present a U.S. birth certificate, even though there was no legal authorization for such requirement. OnOctober 9, 2018, the Division signed a settlement agreement with Mar-Jac Poultry, Inc. (Mar-Jac), a poultry processing company in Gainesville, Georgia. On April 20, 2018, the Division signed a settlement agreement with Themesoft, Inc. resolving a charge-based investigation into the companys hiring practices. Several companies agreed to settle allegations of Telephone Consumer Protection Act violations, and one of those could amount to $100 per text. The Divisions investigation found that Nebraska Beef required non-U.S. citizens, but not similarly-situated U.S. citizens, to produce specific documentary proof of their immigration status for the purpose of verifying their employment eligibility, in violation of 8 U.S.C. 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. Macy's West Stores, Inc. (Citizenship Status and Unfair Documentary Practices) June 2016. The settlement agreement requires Olivarez Harvesting to pay the Charging Parties back pay for the missed work opportunity, pay a civil penalty to the United States, post notices informing workers of their rights, and undergo training and reporting and monitoring requirements. The investigations also revealed that in 2017, a Walmart HR employee had a practice of requesting specific List A documents from certain non-U.S. citizen employees. The subsequent investigation revealed that Holliswood imposed greater requirements to verify employment eligibility for lawful permanent residents as compared to U.S. citizen employees. On April 1, 2019, IER signed a settlement agreement with the Housing Authority of Victoria, Texas (Housing Authority), resolving a charge-based investigation. On May 27, 2021, the Division signed a settlement agreement with LNK International, Inc. (LNK), New York-based manufacturer of over-the-counter pharmaceuticals. The departments investigation also found that CitiStaff unnecessarily required lawful permanent resident workers to prove their work authorization again when their Permanent Resident Cards expired, while not making similar requests to U.S. citizen workers when their documents expired. On October 20, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Nevada Yellow Cab Corporation, Nevada Checker Cab Corporation, and Nevada Star Cab Corporation three Las Vegas, Nevada, taxicab companies that collectively operate under the umbrella company Yellow Checker Star Transportation Company (YCS). The trial court granted Allied's summary judgment motion. IERs investigation also found that the company engaged in a pattern or practice of requesting specific documents from non-U.S. citizens for employment eligibility verification because of their citizenship status. In addition to publicizing the unlawful restrictions in the advertisements, the platforms excluded students who did not meet the criteria from equal consideration by preventing them from applying for certain positions and engaging with employers in other ways. The investigation also determined that the company incorrectly believed that it could only hire U.S. citizens to fill 12 mechanic positions, so it did not let the Charging Party and other non-U.S. citizens apply for jobs in its Jupiter, Florida location. The parties have agreed that Challenger will pay a $6000 civil penalty, establish a $36,820 fund to cover back pay and interest for victims, and be subject to departmental monitoring and reporting requirements. 1324b(a)(1). Microsoft will pay civil penalties to the United States and train its employees who are responsible for verifying and reverifying workers permission to work in the United States. Settlement Press Release Settlement Agreement, J.C. Penney (Unfair Documentary Practicers) June 2018. Milestone Management Company (Unfair Documentary Practices) April 2013. Under the agreement, Rose Acre paid a civil penalty of $70,000, agreed that staff involved in the recruiting, hiring, or employment eligibility verification process will participate in Division-provided training on the antidiscrimination provision of the Immigration and Nationality Act (INA), committed to review and revise its hiring policies, and acknowledged that it would be subject to Division monitoring and reporting requirements for two years. Under the settlement agreement, Around the Clock will pay $3,600 in civil penalties to the United States, and pay nearly $900 in back pay plus interest to the Charging Party. Additionally, the Department will train Imagine Schools employees on the anti-discrimination provision of the Immigration and Nationality Act, and will monitor the company for eighteen months. On August 15, 2016, the Division issued a press release announcing it reached a settlement agreement with TEG Staffing, Inc., d/b/a Eastridge Workforce Solutions (Eastridge), resolving alleged violations of 8 U.S.C. The settlement also requires the company to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting. 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. 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. Janssen Pharmaceuticals is facing lawsuits over the link between Elmiron (pentosan polysulfate sodium), a drug used to treat Interstitial Cystitis (also known as Painful Bladder Syndrome) and a dangerous eye condition known as Retinal Maculopathy. The School Board of Miami-Dade County, Florida (Unfair Documentary Practices) October 2015. Settlement Press Release Settlement Agreement Back Pay Survey, Adecco USA, Inc (Unfair Documentary Practices and Citizenship Status) December 2019. Allied, one of the nation's largest security firms, contracts with . SAN DIEGO - Universal Protection Services, LP, dba Allied Universal Security Services, a nationwide private security services company, will pay $90,000 and furnish other relief to settle a religious discrimination lawsuit filed by the U.S. The Housing Authority also agreed to training and monitoring requirements for two years. Lawsuit settlement has enforced American Intercontinental University to stop collecting loans it has offered to its students. 1324b(a)(5). Under the terms of the settlement agreement, IGC will pay $14,500 in civil penalties, establish a back pay fund to compensate potential economic victims, undergo training by OSC, and revise its reverification practices. 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. SK Food Group, Inc. (Unfair Documentary Practices) April 2014. ISS Facility Services Company (Unfair Documentary Practices) May 2013. IERs investigation revealed that the Housing Authority, due to the Injured Partys citizenship status, requested more and different documentation from him than required, thereby refusing to honor his valid ID and unrestricted Social Security card. 1324b(a)(6). Under the agreement, Hines agreed to pay a total of $160,000 in civil penalties and back pay. terminated or failed to hire a worker who did not produce the requested List A documentation. On May 9, 2022, IER signed a settlement agreement with Cloud Peritus, Inc. to resolve IERs reasonable cause finding that Cloud Peritus discriminated against the Charging Party, a lawful permanent resident, in violation of 8 U.S.C. The Divisions investigation determined that, after the worker complained that questions Taiyo asked about her national origin, citizenship status, naturalization timing, and valid work authorization documents were discriminatory, Taiyo withdrew its offer of employment. Under the settlement agreement, SK Food Group will identify and provide back pay to individuals who suffered lost wages between July 2012 to the present, as a result of the company's alleged discriminatory documentary practices; pay $40,500 in civil penalties to the United States; undergo training on the anti-discrimination provision of the INA; and be subject to monitoring of its employment eligibility verification practices for one year. 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, the Housing Authority agreed to offer the Injured Party reinstatement, provide him with back pay, and pay a civil penalty to the United States. 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. 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. The department's investigation further concluded that Potter Concrete selectively utilized E-Verify to confirm the employment eligibility of individuals the company knew or believed to be non-U.S. citizens or foreign born. Professional Maintenance Management (Unfair Documentary Practices) October 2022. IBM further agreed to revise its hiring and recruiting procedures and train its human resources personnel to ensure compliance with the INA, and to be subject to reporting requirements for a period of two years. 1324b(a)(6). Argosy University (EDMC) (Citizenship Status, Retaliation) May 2010. On October 25, 2012, the Department of Justice issued a press release announcing a settlement agreement with Advantage Home Care, LLC, formerly known as Executive Care, LLC, based in Hackensack, NJ, resolving claims that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA), when it required newly hired lawful permanent residents to provide more or different documents than U.S. citizens during the Form I-9 employment eligibility verification process. Settlement Press ReleaseSettlement Agreement, Nebraska Beef, Ltd (Unfair Documentary Practices) August 2015. Under the settlement agreement, Chancery Staffing will pay a civil penalty of $27,000, provide back pay to victims identified during the term of the settlement agreement, and participate in Division-provided training on the anti-discrimination provision contained in 8 U.S.C. On November 18, 2021, IER signed a settlement agreement that resolves a reasonable cause finding that SV Donuts One LLC (SV Donuts) committed an unfair documentary practice in violation of 8 U.S.C. 1324b(a)(1). The settlement resolves the department's claims that Culinaire violated the Immigration and Nationality Act (INA) by requiring non-U.S. citizens, but not similarly-situated U.S. citizens, to present specific documents during the employment eligibility reverification process to establish their work authority. On February 25, 2019, IER reached a settlement with CFA Institute (CFAI), to resolve a reasonable cause finding that the company violated the Immigration and Nationality Acts anti-discrimination provision by preferring to hire as exam graders CFAI members with H-1B or similar high-skill temporary visas over its U.S. worker members, based on citizenship status. The settlement agreement requires the Company to, among other things, pay $14,430 in civil penalties, pay $11,177.60 in back pay to the charging party, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. The settlements resolve IERs reasonable cause findings that each employer 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. Under the terms of the settlement agreement, 1st Class Staffing is required to pay the charging party back pay in the amount of $720, pay the United States civil penalties in the amount of $17,600, review and revise its employment eligibility verification policies and practices, ensure that all its staff participate in Division-sponsored internet-based training, and be subject to monitoring for one year. The lawsuit alleges that from at least April 4, 2017, to at least July 7, 2017, TransPerfect Staffing Solutions LLC discriminated against non-U.S. citizens and dual U.S. citizens in staffing a temporary document review project for a client, and that Chancery Staffing Solutions LLC is liable for the discrimination as its successor. On February 20, 2018, the Division signed a settlement agreement with Food Love 125, d/b/a/ Ichiba Ramen (Ichiba), resolving a charge-based investigation. 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 department's investigation confirmed that SD Staffing requested unnecessary documents to work-authorized non-U.S. citizens, but not to similarly-situated U.S. citizens. AQUESTIVE THERAPEUTICS: Robbins Geller Announces Class Action ARCH INSURANCE: Bid for Class Status Must be Filed by Oct. 20 ATHENEX INC: Robbins Geller Reminds Investors of May 3 Deadline . The agreement resolves an allegation that the company applied enhanced employment eligibility procedures to work-authorized non-U.S. citizens that were run through E-Verify. On September 27, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with Paramount Staffing resolving an allegation that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by requesting more or different documents from individuals during the employment eligibility verification processes based on the individuals' citizenship status. 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. In addition to injunctive, reporting and monitoring requirements, the settlement requires Scott Insurance to make $70,000 available for a back pay fund, and pay $9,500 in civil penalties. On March 16, 2022, IER signed a settlement agreement with Bianchi Home Care Inc. (Bianchi) resolving IERs reasonable cause finding that Bianchi committed citizenship status discrimination in violation of 8 U.S.C. Some of the residency programs are required to pay a civil penalty, totaling $141,500; AACPM is also required to pay a civil penalty of $65,000, and to refund the charging party fees the charging party paid to use the online service containing the discriminatory postings. Contact the Webmaster to submit comments. Ameritech Global Inc. (Citizenship Status) August 2021. On May 14, 2010, the Division reached a settlement agreement with Valley Crest Landscape Companies and Charging Parties resolving allegations of hiring discrimination based on citizenship/immigration status based due to a claimed preference on the part of Valley Crest to hire non-immigrant foreign workers under the H-2B visa program rather than U.S. workers. In doing so, Secureapp deterred protected individuals (including U.S. citizens and nationals, lawful permanent residents, refugees, and asylees) from applying to the 12 advertisements. Under the settlement agreement, Hallaton will pay a civil penalty of $ 43,143 to the United States, pay up to $80,000 in back pay to affected U.S. workers, and conduct enhanced U.S. worker recruitment and advertising for future positions. Pursuant to the settlement agreement, the company agreed to undergo training regarding its responsibilities under the anti-discrimination provision of the INA and to take steps to determine whether employees had been negatively affected by the alleged practice. OnDecember 10, 2018, the Division signed a settlement agreement with Walmart Inc. resolving a charge-based and related independent investigation into Walmarts employment eligibility verification practices in Fort Worth, Texas. Complaint Press Release Complaint, Farmland Foods, Inc. (Unfair Documentary Practices) June 2011. Under the settlement, SMSC will pay a $60,000 civil penalty to the United States, establish a $75,000 back pay fund for affected workers, train their staff on the requirements of 8 U.S.C. The investigation and settlement only address actions by McDonalds corporate-owned restaurants, not its franchises. Holding Co. Inc., resolving an investigation of a pattern or practice of hiring discrimination based on citizenship status. The Complaint alleges that a related entity, Gulf Coast Workforce, LLC, is also responsible for these practices. Under the agreement, Master Klean will pay $75,000 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. 1324b(a)(6). The Division initiated the investigation after a former employee contacted the office and stated Kelly Services requested him to produce a new U.S. 1324b(a)(6) and hiring discrimination in violation of 8 U.S.C. Under the settlement agreement, the company will pay a civil penalty of $37,008 to the United States, train its employees on anti-discrimination obligations, and be subject to departmental reporting requirements. resolving a reasonable cause finding that the companys employment eligibility verification practices at its Bolingbrook, Illinois plant violated the anti-discrimination provision of the Immigration and Nationality Act. E-Verify is an Internet-based electronic verification system used by employers and administered by USCIS that confirms an individual's employment eligibility. In addition, the company will train its employees on the anti-discrimination provision of the Immigration and Nationality Act (INA) and provide periodic reports to the department for a period of three years. National Systems America LP (Citizenship Status and Unfair Documentary Practices) January 2021. 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