Youtube comments of Will Harriman (@willharriman1881).
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@Bridge2110 Here's just a few actual race cases:
In March 2020, Porous Materials, a manufacturer in Ithaca, NY, must pay $93,000 in monetary relief and report any future harassment allegations directly to the EEOC to settle claims that it engaged in pervasive harassment based on race, sex and national origin, according to a recent EEOC lawsuit. The extreme bullying and harassment allegedly included a manager using racial slurs toward his employees, calling foreign workers “terrorists,” telling immigrants to leave America, and making unwanted sexual advances toward female employees. The EEOC further claims the owner of Porous Materials did nothing to put a stop to the harassment. EEOC v. Porous Materials, Inc., Civil Action No. 3:18-cv-01099 (N.D.N.Y. Mar. 3, 2020).
In March 2020, Prewett Enterprises, Inc., doing business as B&P Enterprises, and Desoto Marine, LLC, rail services and disaster response companies, paid $250,000 and furnished other relief to settle a race harassment case brought by the EEOC. According to the EEOC's lawsuit, Prewett and Desoto supervisors and managers subjected African American employees to daily harassment and humiliation because of their race by calling them racially offensive and derogatory names and assigned Black employees the more dangerous job duties. Under the two-year consent decree, the businesses will revise their anti-racial harassment policies; create an 800-hotline number for employees to report complaints about discrimination, harassment and retaliation; and conduct exit interviews of employees who leave the company. The decree also mandates training of employees and the reporting of any future complaints of race harassment to the EEOC. EEOC v. Prewett Enterprises, Inc. d/b/a B&P Enterprises, and Desoto Marine,LLC, Civil Action No. 3:18-cv-213 (N.D. Miss. Mar. 18, 2020).
In January 2020, Jacksonville Plumbers and Pipefitters Joint Apprenticeship and Training Trust (JPPJATT), which sponsors an apprenticeship program that trains participants to work in the plumbing and pipefitting industries in Northern Florida, revised its selection process, paid $207,500 and provided other significant equitable relief to settle EEOC’s class race discrimination lawsuit which sought relief for applicants who allegedly were denied apprenticeship positions because they were Black. In addition to the monetary relief, the four-year consent decree provides for extensive injunctive relief to help secure a diverse workforce; requires JPPJATT to hire a consultant to review and revise its selection process and implement and train employees in the new process; enjoins JPPJATT from discriminating against Black applicants on the basis of race in the future; and requires the company to hold information sessions at locations in the Black community. EEOC v. Jacksonville Plumbers and Pipefitters Joint Apprenticeship and Training Trust, Case No. 3:18-cv-862-J-32JRK (M.D. Fla. Jan. 2020).
In January 2020, Falcon Foundry Company agreed to resolve a racial harassment class case which was filed against it by the Youngstown Branch of the National Association for the Advancement of Colored People (NAACP) and the EEOC. The NAACP filed an EEOC charge on behalf of some employees and the EEOC's investigation found that a top company official subjected employees to derogatory racial comments and that there was a noose hanging in the facility. The EEOC also found that Black and Hispanic employees were disciplined for violating company policies while Caucasian employees who violated the same policies were not disciplined. On these bases, the EEOC found that a class of individuals were harassed and discriminated against because of their race, Black; their national origin, Hispanic; or their association with a Black or Hispanic employee in violation of Title VII of the Civil Rights Act of 1964. The company conducted an internal investigation, trained its employees, and terminated the company official to address the claims filed against it. Additionally, the EEOC, the NAACP and Falcon Foundry signed a conciliation agreement that requires Falcon Foundry to pay substantial monetary relief to identified victims; hold managers and supervisors accountable for discrimination in the workplace and provide ongoing training to all employees; revise its policies and procedures for dealing with discrimination; and report to the EEOC for the agreement's multi-year term.
In November 2019, Janitorial Service Provider Diversified Maintenance Systems, LLC paid $750,000 and furnished significant equitable relief to settle a federal race discrimination, harassment and retaliation lawsuit. The complaint alleged that since at least January, 2012, Diversified engaged in an ongoing pattern or practice of race discrimination against African-American job applicants in Maryland, Washington D.C., and Philadelphia metropolitan areas by refusing to hire Black applicants for custodian, lead custodian or porter positions and racially harassing a Black janitorial supervisor in the presence of customers and employees. The lawsuit also alleged that when he complained, the company demoted the Black supervisor, changed his work assignments, hours, and conditions and then fired him. The 30-month consent decree enjoins Diversified from discriminating against or harassing anyone based on race or engaging in retaliation and requires the company to designate an internal monitor to ensure compliance with the consent decree. Additionally, Diversified must implement a targeted hiring plan that tracks the number and race of applicants, and reason(s) why they are not hired. It also must create a policy to prohibit harassment and retaliation and provide training on preventing discrimination, harassment and retaliation. EEOC v. Diversified Maintenance Systems, LLC., Case No. 8:17-cv-01835 (D. Md. settlement announced Nov. 25, 2019).
In November 2019, a federal judge approved the settlement of the 2013 EEOC lawsuit challenging the way a discount retailer conducted criminal background checks of job applicants because the process allegedly discriminated against Black workers with criminal histories. In addition to paying $6 million, the company agreed to hire a criminologist to develop a new background check process that accounts for job applicants’ actual risk of recidivism. EEOC v. Dolgencorp LLC d/b/a Dollar General, Civil Action No. 13 C 4307 (N.D. Ill. Nov. 18, 2019).
In November 2019, a federal judge approved a $1.2 million settlement resolving the EEOC’s racial harassment suit against Nabors Corporate Services Inc. and another Houston-based oil field services company. Nine Black employees and a White co-worker received payments. The EEOC lawsuit alleged that Black employees assigned to fracking and coiled tubing oilfield service operations in Pleasanton, Texas, were subjected to a hostile work environment based on race since at least 2012 and that Nabors and C&J Well Services Inc. retaliated against employees who complained about the harassment. Although they deny the allegations, the companies also agreed to provide the affected workers with neutral employment references; maintain social media and information policies that prohibit the use of email, software, or hardware or any company-owned devices to be used for racially offensive communications or similar misconduct; and maintain procedures that encourage workers to come forward with race bias complaints. EEOC v. Nabors Indus., Ltd. No. 5:16-cv-00758 (W.D. Tex. consent decree approved Nov. 12, 2019).
In October 2019, Breakthru Beverage Illinois, LLC (BBI), a distributor of alcoholic beverages, agreed to pay $950,000 to resolve an investigation of race and national origin discrimination conducted by the EEOC. Based on its investigation, the EEOC had found reasonable cause to believe that BBI discriminated against Illinois sales employees by offering them account and territory assignments that, when accepted, resulted in national origin or race discrimination, which violates Title VII of the Civil Right Act of 1964. Pursuant to this settlement, BBI will The settlement provides monetary relief to the class identified by the EEOC and ensures the company will take proactive measures to prevent such discrimination from occurring in the future. Pursuant to the terms of the settlement, BBI also will conduct anti-discrimination training for its Illinois sales force; put in place systems to further encourage diverse applicants for open positions; revise its anti-discrimination policy to expressly reference that it prohibits segregating or making assignments based on race and/or national origin and distribute the revised policy to its Illinois sales force; hire a monitor to track the demographics of employees applying for and receiving offers for specified Illinois sales positions; provide periodic reporting on the demographics of its Illinois sales force for the next two years; and post an internal notification to its Illinois employees of this resolution.
In February 2019, the Jacksonville Association of Fire Fighters, Local 122, IAFF agreed to pay $4.9 million to settle a race discrimination lawsuit. The EEOC's 2012 lawsuit against the union alleged that the union advocated for an unlawful promotional process that had a disparate impact on African-American promotional candidates even after it learned that the EEOC had received charges challenging the city’s promotion practices. EEOC v. Jacksonville Association of Firefighters, Local 122, IAFF, No. 3:12-cv-491-J-32MCR (M.D. Fla. Feb. 5, 2019).
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@Bridge2110 Every year for multiple generations, many thousands of documented race discrimination complaints are filed by Black Americans in the areas of employment, housing, criminal justice, police brutality, et al. It's idiotic to pretend that ALL the race cases are automatically false. How many such cases has Thomas Sowell researched? As I said, Thomas Sowell leaves out the facts that show the continuing existence and effects of white racism abuses today! Do some research for yourself! You might start with the following law text books:
(1) "The Law of Employment Discrimination - Cases and Materials" by Joel Wm. Friedman and George M. Strickler, Jr.
(2) "Cases and Materials on Employment Discrimination and Employment Law"
by Samuel Estreicher and Michael C. Harper
When I try to put up actual race cases, YouTube usually erases them! Nevertheless, I'll try to put up some cases in another post immediately following this one. In any event, please be aware that race discrimination plays a definite major role in racial disparities!
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@Caracajou Employment race discrimination in the USA is widely documented in actual cases in law libraries and on the internet. In a number of actual cases, the federal Equal Employment Opportunity Commission (EEOC) carried out formal investigations that officially FOUND white racism in employment! Straight from the official EEOC website, they listed the following and many other examples (see EEOC website link at the end).
Significant EEOC Race/Color Cases
In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
https://www.eeoc.gov/eeoc/initiatives/e-race/caselist.cfm
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