As part of the settlement agreement, the Housing Authority agreed to offer the Injured Party reinstatement, provide him with back pay, and pay a civil penalty to the United States. LF Staffing Services, Inc. (National Origin, Unfair Documentary Practices) April 2011. 1324b(a)(6). Specifically, IERs investigation found that the IT consulting company asked the Charging Party to produce more documents to assess his employment eligibility after he had already provided sufficient documentation, based on his citizenship status. Priority Construction, Inc. (Citizenship Status) October 2021. Citizenship and Immigration Services (USCIS), found that SD Staffing required work-authorized non-U.S. citizens to produce specific documents in connection with SD Staffing's use of the E-Verify program. IERs investigation concluded that Technology Hub excluded asylees, refugees and U.S. nationals when advertising certain vacancies for only U.S. citizens and lawful permanent residents. Onin Staffing, LLC (Unfair Documentary Practices) December 2019. 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. Under the terms of the agreement Omnicare paid $3,621 in civil penalties, posted notices informing workers about their rights under the anti-discrimination provision of the Immigration and Nationality Act, agreed to train relevant staff and its contractors on those requirements, and acknowledged that it would be subject to departmental monitoring and reporting requirements for a two year period. IERs investigation concluded that the District discriminated against a teacher applicant, in violation of 8 U.S.C. La Farine Bakery (Unfair Documentary Practices) November 2014. On November 29, 2021, IER signed a settlement agreement with Gap, Inc. (Gap), resolving claims that the company discriminated against certain non-U.S. citizens (including lawful permanent residents, refugees and asylees) and naturalized U.S. citizens because of their current or prior immigration status, in violation of 8 U.S.C. On April 20, 2018, the Division signed a settlement agreement with Themesoft, Inc. resolving a charge-based investigation into the companys hiring practices. 1324b(a)(6) and hiring discrimination in violation of 8 U.S.C. Under the settlement agreement, SD Staffing will identify and provide back pay to individuals who suffered lost wages between September 2011 and January 2014 as a result of the company's alleged discriminatory documentary practices; pay $10,500 in civil penalties to the United States; undergo training on the anti-discrimination provision of the INA; and be subject to monitoring of its employment eligibility verification practices for two years. The settlement agreement requires the company to pay $1,400 to the U.S. Treasury and over $13,000 in back pay to the worker, train relevant employees about the anti-discrimination requirements of 8 U.S.C. The Division's investigation established that La Farine required a non-U.S. citizen, but not similarly-situated U.S. citizens, to produce more documents than necessary for the purpose of re-verifying employment eligibility. Macys Retail (Unfair Documentary Practices) June 2013. The settlement agreement provided for various remedies, including $175,000 in civil penalties, $100,000 in back pay for any injured parties, training, and monitoring. Mar-Jac will also review and revise its hiring policies as necessary, and be subject to Division monitoring and reporting requirements for two years. Settlement Press Release Settlement Agreement, Spike, Inc. (Citizenship Status) March 2021. Settlement Press Release Settlement Agreement, Chancery Staffing Solutions, LLC aka TransPerfect Staffing Solutions (Citizenship Status) February 2020. On June 23, 2022, IER signed a settlement agreement with SpringShine Consulting, Inc. to resolve IERs reasonable cause finding that the company discriminated against U.S. workers based on their citizenship status in violation of 8 U.S.C. On November 10, 2010, the Department of Justice issued a press release announcing a settlement agreement with Hoover, Inc., resolving allegations that it engaged in a pattern or practice of employment discrimination by requiring all permanent residents who presented a green card for I-9 purposes, to produce a new one when theirs expired. Under the settlement agreement, Macys agreed to conform its employment eligibility verification policies and practices to the requirements of 8 U.S.C. IERs investigation found that between at least January 10, 2019, and April 6, 2020, Secureapp posted 12 facially discriminatory job advertisements that expressed a hiring preference for non-U.S. citizens seeking sponsorship or who already possessed an employment-based visa. On May 31, 2016, the Division issued a press release announcing it reached a settlement agreement with Villa Rancho Bernardo Care Center (VRB), resolving claims that it treated lawful permanent residents differently from other workers in the employment eligibility verification process by requiring them to produce a permanent resident card (often known as a green card). Under the terms of the settlement agreement, North American Shipbuilding will pay a $1,750 civil penalty to the United States; offer to pay the charging party $15,000 in back pay in exchange for a release of claims; submit to training by the Office of Special Counsel; and take other remedial measures. IER concluded that these advertisements constituted a pattern or practice of discrimination by routinely excluding work-authorized non-U.S. citizens and resulted in an initial failure to refer an asylee for employment because of his status as an asylee. Whiz will also undergo training by the Department of Justice and has agreed not to discriminate against any employee on the basis of national origin or citizenship status. Avant Healthcare Professionals, LLC (Citizenship Status) February 2013. On August 5, 2013, the Department of Justice issued a press release announcing that it filed a complaint with the Executive Office of Immigration Review's Office of the Chief Administrative Hearing Officer against Autobuses Ejecutivos LLC d/b/a Omnibus Express, alleging that it engaged in employment discrimination in the hiring process based on citizenship status. On March 16, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Indrescom Security Technology Inc., resolving an allegation that the company discriminated against a work-authorized individual during the Employment Eligibility Verification Form I-9 process. (Class Notice at 4). Milestone Management Company (Unfair Documentary Practices) April 2013. Pizzerias, LLC (Unfair Documentary Practices) March 2017. On December 6, 2011, the Department of Justice issued a press release announcing that it filed a complaint against the University of California San Diego Medical Center, the largest hospital system in San Diego County, alleging that it engaged in a pattern or practice of discrimination in the Form I-9 employment eligibility verification and reverification processes by requesting non-citizen employees to provide specific documents as a condition of employment. Hines Nurseries (Citizenship Status, National Origin) July 2009. 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 December 28, 2020, the Division signed a settlement agreement with Northgate Gonzalez Markets, Inc., and Northgate Gonzalez Financial, LLC d/b/a Prospera Gonzalez (collectively Northgate), resolving a claim that Northgate asked a worker with asylum status for a specific, DHS-issued document to reverify his employment eligibility and rejected his attempt to present his unrestricted Social Security card, resulting in his termination. On April 1, 2019, IER signed a settlement agreement with the Housing Authority of Victoria, Texas (Housing Authority), resolving a charge-based investigation. Paragon Building Maintenance, Inc. and Pegasus Building Services Company, Inc. (Unfair Documentary Practices) March 2017. When the electrician and his wife objected to the hiring practice, the recruiter did not continue considering the electrician for employment. In addition, the City of Eugene's Human Resources Department utilized an online electronic application process for police officer positions that required applicants to be a U.S. citizen by the projected date of hire. R.E.E., Inc. d/b/a McDonald's (Unfair Documentary Practices and Citizenship Status) August 2019. On September 26, 2014, the Justice Department reached a settlement agreement with Autobuses Ejecutivos, LLC, d/b/a Omnibus Express, a bus company located in Houston, Texas, to resolve a lawsuit filed by the department alleging the company violated the Immigration and Nationality Act's antidiscrimination provision. The Divisions investigation concluded that that CitiStaff routinely requested that non-U.S. citizens present specific documents to prove their work authorization, such as Permanent Resident Cards or Employment Authorization Documents, but did not make similar requests for specific documents to U.S. citizens. Honda Aircraft Company, LLC(Citizenship Status) February 2019. The department's investigation confirmed that SK Food Group requested specific documents from work-authorized non-U.S. citizens, but not similarly-situated U.S. citizens. IERs investigation found reasonable cause to believe that a component of the school unnecessarily beenrequiring certain workers to re-establish their work authorization based on the citizenship status of those individuals at initial hire. IERs investigation revealed that West Liberty Foods had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. In this lawsuit, filed January 2019 in a Georgia federal . 1324b(a)(6). 1324b(a)(1) and (a)(6). Tuscany will also receive OSC-sponsored training regarding the anti-discrimination provision of the INA, be subject to reporting and monitoring requirements, and will revise its employment eligibility verification procedures. 1324b(a)(6). Under the terms of the settlement agreement, Powerstaffing is required to pay $153,000 in civil penalties, be subject to department monitoring and to review of its hiring policies. On July 27, 2020, IER signed a settlement agreement with ASTA CRS, Inc., based in Ashburn, VA, resolving claims that ASTA had imposed unlawful citizenship-status restrictions in a job advertisement. John Jay College of Criminal Justice (Unfair Documentary Practices) May 2010. On April 24, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Mexico Foods LLC, aka El Rancho Corp., a supermarket chain based in Garland, Texas resolving claims that the company engaged in Unfair Documentary Practices discrimination in violation of the Immigration and Nationality Act (INA). Sernak has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the three-year term of the agreement. Hartz Mountain Industries (Citizenship Status) August 2016. It is only available to drivers who are not bound by Uber's arbitration clause. As part of the settlement agreement, the district will pay $22,123 in back pay to two identified victims and $45,760 in civil penalties. Under the settlement agreement, the Board will pay a civil penalty of $90,000 to the United States, up to $100,000 in back pay to people who lost work due to the discriminatory practice, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements. The Sheriff's Office fully cooperated with the investigation and agreed to revise its hiring policies and procedures to ensure compliance with the INA's anti-discrimination provision. v. Universal Protection Service, LP dba Allied Universal Security Services, Case No. The Divisions investigation revealed that the restaurant had a pattern or practice of requesting immigration documents from non-citizens to confirm citizenship status information the workers provided in Section 1 of the Form I-9, while not making similar requests to U.S. citizens. Electrician and his wife objected to the requirements of 8 U.S.C, and be subject to Division monitoring reporting. 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