Respondent agreed to pay Complainant $27,000 in back pay and $20,000 in emotional distress damages and to propose policy changes on leave and time away to the Panel for Education Policy (PEP), to better conform to the requirements of the NYC Human Rights Law. Complainant was terminated in response. After an investigation, respondent Hampshire properties agreed to construct a permanent ramp, repair access to another entrance to the building, attend a training on the NYC Human Rights Law, adopt a robust reasonable accommodation policy for all New York City-based buildings in its portfolio, inform all employees on the new policy, and post workplace notices Fair Housing, Its the Law and the Commissions Notice of Rights in all buildings. Here's how we got here . The landlord agreed to find another rent-stabilized apartment in an elevator building for the tenant, modified the apartment to be wheelchair accessible, and offered a lease with the same terms and conditions as the old lease. You engaged in protected activity. Illinois Research Laboratory to Pay $100K in Retaliation Lawsuit Settlement MDB LLC d/b/a GreenPearl Events Settles Pregnancy and Caregiver Discrimination Case for $20,000 Complainant was employed at GreenPearl Events, an event management company, as the director of event operations. 65-84 Realty Co., LLC, and B & R Management co., LLC, Settle for $10,500 in Emotional Distress Damages, Agree to Set-Aside of Apartments for Voucher Holders, and Additional Affirmative ReliefComplainant alleged that her landlord, building management company, and property manager failed to accommodate her disability and ignored her requests to discuss reasonable accommodations. We also utilize email web beacons to monitor whether our emails are being delivered and read. Parks Foundation Pays $83,841 in Damages, Backpay, and Penalties to Resolve Sexual Harassment and Retaliation Claims and Agrees to Affirmative Relief A former employee of City Parks Foundation filed gender-based harassment and retaliation claims against her employer, alleging claims of sexual harassment and retaliation by . . Respondents agreed to pay Complainant $5,000 in emotional distress damages and $5,000 in civil penalties and to update signage concerning the ticket-checking policy in all NYC theaters. claims due to denials by the attack's sponsor and an incentive on behalf of the victim state to withhold technical details of how attribution was determined (Egloff and Wenger 2019 ). Refusing to hire someone solely because she has filed a charge with the EEOC is as clear a case of retaliation as you are ever going to see, said Gregory Gochanour, the EEOCs regional attorney in Chicago. Respondent Jericho Project agreed to conciliate the claims for $35,000 in emotional distress damages, training on their obligations under the NYC Human Rights Law, policy revisions, and Notice of Rights postings. Most individual employment- discrimination lawsuitsincluding harassment and retaliation claimsdo not make it to trial. Chin's suit was settled in September 2022. Pursuant to a conciliation agreement, Respondent agreed to change its application and policies; display the Commission's Notice of Rights, Salary History Ban, and Fair Chance Act posters in the workplace; and have all managerial staff, including the president of the company, attend training on its obligations under the NYC Human Rights Law. Retaliation lawsuits are filed by people who believe they have been the victim of discrimination in the workplace. T.J. Maxx Settles Fair Chance Act Case for $49,493 in Back Pay, Damages, and Civil Penalties, Training, Policy Revisions and PostingsComplainant, who had a criminal record, applied and was hired by Respondent TJ Maxx. The Commissions Law Enforcement Bureau sent a cease and desist letter in December 2019. Owners and Managers of Kingston Properties Pay $240,000 in Sex Harassment Settlement. Respondents also revised their gender identity non-discrimination policy and agreed to post it on its website and in the admissions area that the complainant had visited. The co-op board also agreed to display the Commissions Notice of Rights and Fair Housing postings in all places of business, include the Commissions FAQs on source of income discrimination in their application materials, and to adopt policies on the evaluation and approval of sublease applications from applicants with public sources of income. US Marines are seen around the scene at Abbey Gate outside Hamid Karzai International Airport on 26 August, 2021 . The Commissions Law Enforcement Bureau issued a finding of probable cause. Washington, DC 20507 Respondent is also required, for one year, to partner with three reentry organizations, to interview their qualified candidates for jobs, attend at least two job fairs, and to keep records about the applicants they decide to hire or not hire after discovering the persons criminal history. Complainant was awarded $30,000 in damages, and Respondent paid $45,000 in civil penalties. The customer informed Respondents of their right to a service animal, but the office refused service and called the police. dpa/picture alliance via Getty Images. Explainer-South Korea's Nuclear Dilemma: Would U.S. Trade Seattle for Residential Settles Source of Income Discrimination Complaint for $25,000 in Damages and Penalties, Training, Postings, and 3 Set-Aside ApartmentsA Complainant alleging discrimination based on his attempt to use a housing voucher to apply for an apartment was awarded $16,000 in emotional distress damages from R.E.M residential. The EEOC filed suit in the U.S. District Court for the District of Minnesota in Minneapolis/St. The Respondents conciliated, paying $20,000 in civil penalties and agreeing to set aside five units specifically for people with public sources of income. Additionally, the Commission may negotiate additional remedies including rehiring, policy change, training, and modifications for accessibility. A .gov website belongs to an official government organization in the United States. The EEOC will continue to enforce federal laws on behalf of employees who exercise their civil rights by contacting our agency to report workplace discrimination., Julianne Bowman, the EEOCs district director in Chicago, added, Retaliation has a chilling effect that deters employees from coming forward to assert their rights and interferes with our mission to eradicate discrimination in the workplace. Complainants supervisor alleged that his use of a cane was an accessory to his wardrobe and not medically necessary. Any changes to our Privacy Policy will become effective upon posting of the revised policy on the Website. Additionally, the landlord Respondents worked with the Commission and community groups to help place three (3) voucher holders in housing in set-aside units. An official website of the United States government. the settlement provides that USAL will take the following steps at its Little Rock location: . Stay connected with the latest EEOC news by subscribing to our email updates . For example, we place a session cookie on your computer each time you visit our Website. Whistleblower Retaliation Case Verdicts and Settlements EEOC legal staff resolved 165 merits lawsuits and filed 93 lawsuits alleging discrimination in FY 2020. Landlord and Management Company 323 West 4th Street Associates, LLC, Urban Associates, LLC and The Brodsky Organization, LLC Agree to Commission-Initiated Pre-Complaint Resolution by Creating a Reasonable Accommodations Policy and Attending Anti-Discrimination TrainingA landlord and management company in a Commission-initiated matter agreed to a pre-complaint resolution of a Commission-initiated investigation into their anti-discrimination policies. reprimand the employee or give a performance evaluation that is lower than it should be; transfer the employee to a less desirable position; threaten to make, or actually make reports to authorities (such as reporting immigration status or contacting the police); spread false rumors, treat a family member negatively (for example, cancel a contract with the person's spouse); or. The store manager gave Complainant an opportunity to provide evidence of rehabilitation, which Complainant did, but he was nevertheless fired because of unsubstantiated concerns about his conviction history. Respondents also agreed to attend anti-discrimination training, display NYC Human Right Laws postings, and to amend its anti-discrimination policies. Title VII meets Ms. In other words, these activities are protected under the law. PDF Notification and Federal Employee Anti-discrimination and Retaliation RUMC agreed to provide its existing language access training to RUMCs emergency medical technicians (EMTs) and paramedics, post the Commissions Notice of Rights in all New York City locations, and pay $10,000 in emotional distress damages to Complainant. According to the EEOC's lawsuit, Koch refused to rehire a former employee because she . Sport Climbing. We may update this cookie policy and our Privacy Policy from time-to-time, particularly as technology changes. When you register with JD Supra for our Website and Services, either as an author or as a subscriber, you will be asked to provide identifying information to create your JD Supra account ("Registration Data"), such as your: Other Information: We also collect other information you may voluntarily provide. 1. Rochdale Village, and its managing agent Marion Scott Real Estate, Inc. agreed to engage in Pre-Complaint Intervention to create a reasonable accommodation policy and procedure for its parking lots, distribute the policy to its residents, create a priority parking waiting list for residents with disabilities, and have its management office staff attend an anti-discrimination training. Respondents also agreed to train the stores employees and management on the NYC Human Rights Law and display the Commissions Anti-Discrimination and Equal Access posters in New York City stores. Douglas Elliman agreed to pay $20,000 in civil penalties, require all real estate agents associated with the Smith Street office attend Source of Income Discrimination training, display the Commissions Notice of Rights and Fair Housing postings in the Smith Street office, and send an email to all New York City-based real estate agents associated with Douglas Elliman notifying them of their responsibilities under the NYC Human Rights Law. To settle the complaint, Highline Residential agreed to pay Complainant $7,500 in emotional distress damages, pay a $7,500 civil penalty, attend trainings on the NYC Human Rights Law, create and implement a policy on source of income discrimination, and attach the Commission's source of income discrimination FAQ's to application materials. Please note that JD Supra does not use "automatic decision making" or "profiling" as those terms are defined in the GDPR. For example, it is unlawful to retaliate against applicants or employees for: filing or being a witness in an EEO charge, complaint, investigation, or lawsuit. May 24, 2021 / Christopher McKinney. Share sensitive Blades on 34th Street Restaurant and Bar Settles Disability Discrimination Case for $5,000 and TrainingComplainant suffers from a disability which causes her to slur her speech. The request was accompanied by a note from a health professional. Area New York and Broker Pay $5,000 for Source of Income Discrimination, Agree to Affirmative Relief A complainant attempting to use a rental voucher administered by New York City Human Resources Administration alleged lawful source of income discrimination against Respondent brokerage firm Area New York and a former broker of Respondent. Build a Morning News Digest: Easy, Custom Content, Free! Apple Home Care LTD. d/b/a Medi Trans pays $40,000 in Anti-Black Racial Discrimination CaseComplainant, a Black employee of Medi Trans, alleged racial discrimination and a hostile work environment at the company. Massachusetts Jury Returns Unprecedented $28 Million Verdict for The agency responded to over 470,000 calls to its toll-free number and more than 187,000 inquiries in field offices, including 122,775 inquiries through the online intake and appointment scheduling system, reflecting the significant public demand for EEOCs services. 2021-settlements - New York City After a finding of probable cause, and a referral to the Office of Administrative Trials and Hearings (OATH), Respondents agreed to settle the complaint for $33,000 in waived rent/arrears, $2,500 in emotional distress damages to Complainants, $15,000 in civil penalties and $22,500 in Complainant attorney fees. The Commission found that Respondent NYC Department of Education (DOE) failed to properly engage in the cooperative dialogue process and retaliated against Complainant. The landlord also agreed to post the Commissions Notice of Rights, Source of Income, and Fair Housing discrimination posters in their buildings, revise policies, attend training on their obligations under the NYC Human Rights Law, and submit to two years of monitoring by the Commission. Respondents ICON Realty LLC also agreed to testify at trial about the discriminatory policies of the landlord of the apartment building at issue, who was also named but did not conciliate. Exit Realty Private Client and Broker Pay $17,000 and Agree to Affirmative Relief in Source of Income Discrimination CaseA complainant attempting to use a rental voucher administered by NYC Human Resources Administration alleged source of income discrimination against Respondent Exit Realty Private Client and a former broker of Respondent. Mr. C.A.C. Complainant 1 has a disability and relies on a mobility assistance device and Complainant 2 assists Complainant 1 with daily living. In addition to discrimination charges, in fiscal year 2020, the EEOC resolved 165 lawsuits and filed an additional 93 lawsuits. Services Corp. Agree to Pay $11,000 in Emotional Distress Damages and Extensive Affirmative Relief in Source of Income Discrimination CaseComplaint alleged that she was denied a housing opportunity because she was using a voucher. Stay connected with the latest EEOC news by subscribing to ouremail updates. As part of a conciliation, Highland Park Community Development Corporation agreed to pay $12,000 in emotional distress damages, train all employees with hiring, managerial, or supervisory authority on the employment protections of the NYC Human Rights Law, submit to a policy audit, reform their employment policies to comply NYC Human Rights Law; and post the Commissions Notice of Rights poster in tenant-accessible areas. Additionally, the broker Respondents agreed to attend training, change their policies, create broker incentives to help facilitate the placement of voucher holders, post notices of rights on social media, and pay $10,000 in civil penalties.
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