©2024 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2043 EDITION | 29 credible investigation ever took place and that the administrator received no discipline. Following her complaint, management retaliated against the aide and disciplined the supervisor for “gossiping.” The EEOC alleges both employees were constructively discharged from their positions. KEY SETTLEMENTS SECURED IN FY 2023 EEOC v. Alden Short Inc., 3:18-cv-02125 (N.D. Tex.) Pursuant to a three-year Consent Decree, defendants Alden Short and its subsidiary Hinson Jennings, LLC will pay $85,000 to settle a national origin harassment lawsuit filed by the EEOC. The EEOC alleged that the owner, president, and chief operating officer created a hostile work environment by making comments related to the national origin of three Hispanic female employees. The Consent Decree also prohibits future discrimination and requires the creation and implementation of a new employee handbook and to provide annual training on discrimination. EEOC v. University of Texas at Perma Basin, 7:22-cv-00210 (W.D. Tex.) The University of Texas, Permian Basin agreed to pay $46,000 in damages pursuant to a three-year Consent Decree settling a lawsuit filed by the EEOC alleging violations of the Equal Pay Act. The EEOC alleged Defendant compensated a female associate professor less than two males performing substantially equal work. The decree further requires Defendant to revise its compensation policy and provide annual training to employees involved in making compensation decisions for faculty. KEY CASES FILED IN FY 2023 EEOC v. Employment & Training Centers Inc., 4:23-cv-3201 (S. D. Tex.) The EEOC filed suit on behalf of an applicant alleging that defendant company failed to provide him with a reasonable accommodation pursuant to the ADA. Specifically, the EEOC alleges that the company made a conditional offer of employment to the applicant who has end-stage renal disease. The offer was subject to his ability to pass a urine drug test; however, the applicant could not produce urine because of his disability and requested an alternative method. Defendant summarily rejected his request stating it could not provide an accommodation because no alternative was available. It thereafter rescinded its offer. The EEOC asserts that internal records showed alternative testing methods were feasible. EEOC v. Ecoseve, LLC, 6:23-cv-01321 (W.D. La.) The EEOC filed suit against Ecoserv, LLC, an industrial cleaning company, alleging it violated federal law by engaging in a pattern or practice of refusing to hire applicants who were Black, female, or 40 years old or over, and by firing a human resources employee EEOC Houston District Office DISTRICT PROFILE Director: Rayford O. Irvin Regional Attorney: Rudy L. Sustaita Merit Cases Filed in FY 2023: 8 (5th) Average Days Between Determination Letter & Failure to Conciliate: 102 Average Days Between Failure to Conciliate & Complaint: 279 Average Days Between Determination Letter & Complaint: 381 TX LA Houston
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