The investigation also established that Respondents improperly reverified permanent resident cards upon their expiration, but did not reverify documents U.S. citizens provided. Most of the advertisements restricted job opportunities to U.S. citizens, or U.S. citizens and lawful permanent residents. Settlements with 16 Employers (Listed Below) That Used Georgia Institute of Technologys Job Recruitment Platforms (Citizenship Status) June 2022. On March 28, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Onward Healthcare, Inc., resolving allegations that it engaged in citizenship status discrimination against non-United States citizens by posting thousands of job listings impermissibly requiring U.S. citizenship. Under the Immigration and Nationality Act and the E-Verify program rules, employers cannot discriminate in their use of E-Verify based on citizenship or immigration status. Settlement Press ReleaseSettlement Agreement, Nebraska Beef, Ltd (Unfair Documentary Practices) August 2015. On October 13, 2017, the Division signed a settlement agreement with a restaurant resolving a charge-based investigation into the companys employment eligibility verification practices. IERs investigation concluded that from at least January 1, 2018 through June 27, 2019, Security had routinely: (1) requested specific documents during the onboarding process from the Lawful Permanent Residents, (2) requested more or different documentation from such Lawful Permanent Residents despite their having already provided sufficient documentation to prove their employment eligibility, and (3) requested new Permanent Resident Cards from Lawful Permanent Residents upon the expiration dates of their previous Permanent Resident Cards. On June 8, 2010, the Division signed a settlement agreement with Aquatico Pool Management of Sugarland, Texas resolving a charge by a lawful permanent resident of discrimination during the Form I-9 process. Mar-Jac Poultry, Inc. (Citizenship Status, Unfair Documentary Practices) July 2011. Monitoring/reporting period expires July 9, 2018. 1324b when the company prohibited him from working following a background check which revealed a purported error in his Social Security number. On February 20, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with FTD, Inc. The settlement requires Cloud Peritus to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. On October 15, 2015, Respondent paid its Court-ordered civil penalty of $3,200. Under the agreement, Sunny Grove will pay $7,500 in civil penalties to the United States, be trained on its employment eligibility verification policies and procedures, and be subject to monitoring of its employment eligibility verification practices for one year. The company mistakenly believed that the worker had provided an Employment Authorization Document for hire, and when the document expired, the company violated 8 U.S.C. Under the agreement, Paramount Staffing will pay $21,100 in civil penalties to the United States, be subject to a monitoring period of eighteen months, and designated company staff will receive training by the Office of Special Counsel to learn about employers' responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). Based on its investigation, IER found reasonable cause to believe that Clifford Chance unlawfully excluded work-authorized non-citizens and dual citizens from placement on a temporary document review project. Under the agreement, the company will, among other things, pay $195,000 in civil penalties, train its staff, and modify its EEV policies and practices. at 65 B. Marcus and The plaintiffs' allegation is that HP . The complaint alleges that beginning no later than January 1, 2018 and lasting until at least September 18, 2019, Facebook used recruiting methods designed to deter U.S. workers from applying to positions reserved for temporary visa holders, refused to consider U.S. workers who applied to the positions, and hired only temporary visa holders for the positions. The settlement agreement requires that The City of Eugene pay $3,000 in civil penalties, comply with specific injunctive and corrective action requirements, and be subject to monitoring for a three year period. Generations Healthcare (Unfair Documentary Practices) September 2011. The department's investigation, which was initiated based on a referral from the U.S. On September 7, 2016, the Division issued a press release announcing it reached a settlement agreement with Cumberland Staffing Inc. d/b/a Atwork Cumberland Staffing (ACS), resolving claims that it discriminated against work-authorized immigrants and naturalized U.S. citizens in violation of the anti-discrimination provision of the Immigration and National Act. On October 19, 2021, the Division reached a settlement with Facebook, Inc., resolving claims that Facebook discriminated against U.S. workers (U.S. citizens, U.S. nationals, refugees, asylees, and recent lawful permanent residents) in its recruitment and hiring practices, in violation of 8 U.S.C. The settlement requires Lady M to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. Settlement Press Release Settlement Agreement, Washington Potato Company and Pasco Processing, LLC (Unfair Documentary Practices) May 2017. The claim alleged IGC requested more or different documents than required from lawful permanent residents but not U.S. citizens during the reverification process. IERs investigation determined that the company terminated the high-performing Mexican-American employee based on her coworkers discriminatory bias. Martin Farms was also subject to department monitoring. 1324b(a)(1). Hallaton, Inc. (Citizenship Status) March 2020. 1324b. 100+ Top Class Action Lawsuits No Proof Required [2023] Check our list of all the open top class action lawsuits. Settlement Press Release Settlement Agreement, Cloud Peritus (Unfair Documentary Practices) May 2022. The Programmers Guild v. iGate Mastech (Citizenship Status, H1B, Recruitment or Referral for a Fee) April 2008. On August 1, 2018, the Division signed a settlement agreement with Rose Acre Farms, Inc. (Rose Acre), one of the largest egg producers in the United States, resolving the Divisions suit alleging that the company discriminated against work-authorized non-U.S. citizens when verifying their work authorization. Settlement Press Release Settlement Agreement, SV Donuts One, LLC (Unfair Documentary Practices) November 2021. Best Packing Services Employment Agency, Inc. (Unfair Documentary Practices) August 2012. 2019. On January 14, 2021, the Division signed a settlement agreement with National Systems America, LP (NSA) to resolve claims based on its independent investigation into whether the company engaged in discrimination based on citizenship status in the hiring and employment eligibility verification processes in violation of 8 U.S.C. Sernak agreed to pay $30,000 in back pay to the eight injured parties, who are U.S. citizens residing in Puerto Rico. Additionally, Diversified Maintenance Systems will participate in OSC and USCIS-sponsored training regarding the anti-discrimination provision of the INA and proper E-Verify procedures. The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) investigation found that from June 20, 2014, until at least December 15, 2015, Powerstaffing had a pattern or practice of requesting specific immigration documents from non-U.S. citizens for the Form I-9 and E-Verify processes. As part of the settlement agreement, Afni agreed to pay back pay to the charging party and a civil penalty to the United States. Oakwood agreed to compensate the individual for lost wages totaling $732, pay a $1,100 civil penalty and train its human resources employees regarding compliance with the anti-discrimination provision. The settlement requires UPS to pay a civil penalty, train its HR employees, and comply with reporting and monitoring requirements. On June 26, 2018, IER reached a settlement agreement with Triple H Services, LLC (Triple H). On April 3, 2020, IER signed a settlement agreement with Southwest Key Programs (SKP), an organization that operates detention centers, resolving claims that SKP retaliated against a former employee. Just two days after the Zapata Hernandez death, a man who said he was assaulted by MTS and Allied officers in February 2018 settled a federal lawsuit for $150,000, court records show. Under the settlement agreement, VRB will pay $24,000 in civil penalties, train its human resources staff on the anti-discrimination provision of the INA, and be subject to monitoring by the Division for a period of one year. 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 settlement requires Giant to undergo training, make policy changes, alter its onboarding software, be subject to monitoring, and pay a civil penalty. Under the terms of the settlement agreement, USSI will pay $132,000 in civil penalties to the United States, establish a $50,000 back pay fund, and be subject to monitoring of its hiring practices by the Division for a period of two years. The company paid a $500 civil penalty and will be subject to monitoring by the Office of Special Counsel for one year. 1324b(a)(6). Equal Employment Opportunity Commission (EEOC), the federal agency announced today. Share sensitive information only on official, secure websites. The INA's anti-discrimination provision only allows such hiring restrictions when necessary to comply with a law, regulation, executive order or government contract. On July 14, 2011, the Department issued a press release announcing it filed a complaint against Mar-Jac Poultry Inc. alleging that it required all newly-hired non-U.S. citizen employees to present documents issued by the Department of Homeland Security for the Form I-9. Under the agreement, DC Precision Machining will pay back pay of over $21,000 to the worker and a civil penalty of $13,400 to the United States, revise its policies and procedures, train relevant employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. Transamerica Life Insurance Co. has agreed to settle a class-action lawsuit filed by policyholders who alleged it improperly increased monthly charges on their universal life insurance policies. On October 24, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Serendipity Hearing, Inc., d/b/a Sonus Hearing Care ("Sonus"), resolving violations of 8 U.S.C. Four of these advertisements sought only U.S. citizens and lawful permanent residents, thereby deterring others with permission to work in the U.S. without sponsorship, including asylees and refugees, from applying and receiving fair consideration for the employment opportunities. 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