28 | EEOC-INITIATED LITIGATION: 2024 EDITION ©2024 Seyfarth Shaw LLP KEY SETTLEMENTS SECURED IN FY 2023 EEOC v. Symphony Deerbrook, LLC, 1:21-cv-02978 (N.D. Ill) Symphony Deerbrook, a nursing and rehabilitation facility, agreed to pay $400,000 to settle a pregnancy discrimination lawsuit filed by the EEOC. In its suit, the EEOC alleged that the facility maintained a policy requiring employees to notify it of any pregnancy and obtain a doctor’s note permitting them to work without restrictions. The EEOC further alleged that the facility denied pregnancy-related accommodations and terminated employees but did not require the same of similarly situated employees. In addition to monetary relief, the Consent Decree enjoins the facility from future pregnancy-based discrimination and requires it to provide antidiscrimination training for all employees. EEOC v. Lacey’s Place LLC Series Midlothian, 2:22-cv-02161 (C.D. Ill) The EEOC Lacey’s Place, an operator of more than 30 video game parlors, settled a Title VII and EPA lawsuit. The EEOC claimed female district managers were compensated at lower rates than male coworkers with similar experience. It further alleged that female managers were fired after complaining about the pay disparity. Pursuant to the parties’ four-year Consent Decree, Lacey’s Place agreed to pay $92,964, conduct a pay equity study, submit biannual reports to the EEOC, and implement a written policy against sex-based pay discrimination and retaliation. KEY CASES FILED IN FY 2023 EEOC v. National Telecommuting Institute, Inc., 5:23-cv-1210 (W. D. Tex.) The EEOC alleges that when NTI learned applicants used accessibility software that converted text to speech, it informed them there were no positions that could accommodate the software. The EEOC further alleges that as a general practice, NTI subsequently failed or refused to place or refer the applicants for employment. Moreover, the EEOC claims defendant denied blind and low-vision applicants access to placement services by failing to provide reasonable accommodations enabling their participation in its pre‑employment application process. EEOC v. Paramount Healthcare Consultants LLC, 3:23-cv-00359 (W.D. Tex.) According to the EEOC’s complaint, the EEOC sued two companies after an administrator at a nursing home facility sexually harassed a housekeeping aide by making unwelcome sexual comments and contacts. After reporting the conduct to her supervisor, who escalated the complaint to human resources, the HR director was dismissive and suggested she invited the behavior. The EEOC maintains that no EEOC Dallas District Office DISTRICT PROFILE Director: Travis Nicholson Regional Attorney: Robert Canino Merit Cases Filed in FY 2023: 9 (T-4th) Average Days Between Determination Letter & Failure to Conciliate: 121 Average Days Between Failure to Conciliate & Complaint: 111 Average Days Between Determination Letter & Complaint: 232 NM TX Dallas
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