As part of the settlement agreement, MicroLink Devices will pay $12,000 in civil penalties. The settlement requires Temple Beth El 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, Gap, Inc. (Citizenship Statusand Unfair Documentary Practices) November 2021. On April 6, 2017, the Division signed a settlement agreement with Respondent resolving an investigation into the Respondents employment eligibility practices. Citizenship and Immigration Services (USCIS)-issued document during the employment eligibility re-verification process. Levy Restaurants (Unfair Documentary Practices) February 2017. Without proof of purchase $9.75 per household. Chancery Staffing is the successor to TransPerfect Staffing Solutions LLC and continues to do business as both TransPerfect Staffing Solutions and TransPerfect Legal Solutions. 24 December 2019. The man,. Under the agreement, Ameritech will pay a civil penalty of $10,000 to the United States, revise its policies and procedures, train relevant employees and agents on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. resolving a reasonable cause finding that the companys employment eligibility verification practices at its Bolingbrook, Illinois plant violated the anti-discrimination provision of the Immigration and Nationality Act. Secure .gov websites use HTTPS 1324b(a)(6). On May 23, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with ISS Facilities Company, to resolve allegations that the company engaged in a pattern or practice of Unfair Documentary Practices by requiring non-citizen employees to produce a List A I-9 document issued by the U.S. Department of Homeland Security, instead of allowing individuals the choice to produce List C documents. These non-U.S. citizen employees often presented documents that did not require reverification of employment eligibility. Additionally, Masterson Staffing will train staff on the INAs anti-discrimination provision, modify its policies, and be subject to reporting requirements. On May 17, 2017, the Division signed a settlement agreement with Respondents resolving a lawsuit alleging that Respondents Form I-9 employment eligibility verification practices violated the anti-discrimination provision of the Immigration and Nationality Act. On July 20, 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with United Natural Foods, Inc. (UNFI), an independent national distributor of natural, organic, specialty foods, resolving an allegation that the company committed discrimination when it impermissibly reverified the work authority of lawful permanent residents and required some non-citizen workers to provide specific Form I-9 documentation. In addition to paying $500.00 in civil penalties and back pay to the Charging Party in the amount of $2,000.00, Beauty Smart has agreed to train all human resources personnel on their responsibilities under the anti-discrimination provision of the INA, implement a policy prohibiting discrimination on the basis of citizenship status and national origin, and post an equal opportunity statement on its premises for a period of two years. L.N.K. On March 31, 2021, the Division signed a settlement agreement with Spike Inc., a construction company headquartered in Sparks, MD. Allied Security Class Action Welcome to the website for the Reginald Moore, et al. West Liberty Foods, L.L.C. Allied Universal provides integrated security services that combine security personnel, technology, and a variety of professional services, to give our clients a flexible and scalable approach to securing their businesses. Paramount Staffing (Unfair Documentary Practices) September 2013. Important Dates Initial Mailing: June 26, 2020 The agreement requires Themesoft, Inc. to pay a civil penalty of $4,543.25 to the United States, abide by its agreement to pay the asylee $12,000 in back pay, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, make needed policy changes, and be subject to Division monitoring and reporting. The Division's investigation established that Constructor Services utilized discriminatory documentary practices in the employment eligibility verification process based on citizenship status. Under the settlement agreement, Chancery Staffing will pay a civil penalty of $27,000, provide back pay to victims identified during the term of the settlement agreement, and participate in Division-provided training on the anti-discrimination provision contained in 8 U.S.C. Scott Insurance (Unfair Documentary Practices and Citizenship Status) January 2022, On January 24, 2022, IER signed a settlement agreement with James A. Scott & Son, Inc. d/b/a Scott Insurance resolving IERs reasonable cause finding that Scott Insurance committed an unfair documentary practice in violation of 8 U.S.C. Woulfe and Rosza are seeking at least $5 million (4.1m) from Universal in the case, which has been filed as a class action on behalf of other disappointed fans. Generations Healthcare (Unfair Documentary Practices) September 2011. Settlement Press Release Settlement Agreement, Lady M Confections Co, Ltd and Lady M West Third, LLC (Citizenship Status) Novmeber 2022. Settlement Press Release Settlement Agreement, Ascension Health Alliance (Unfair Documentary Practices) August 2021. Allied Universal and the Regional Transportation District on Monday settled the lawsuit filed in April by Raverro Stinnett, who was waiting for a train on April 20, 2018, at Union Station. The settlement requires Navajo to undergo training, make policy changes, be subject to monitoring, and pay a civil penalty of $45,000. Tuscany Hotel and Casino, LLC (Unfair Documentary Practices) October 2012. Under the terms of the settlement, Washington Potato is required to pay $100,000 in civil penalties to the United States, train relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. The 2021 Department of Health and Human Services' Poverty Guidelines for a family of one is $12, 880.00; and for a family of two it is $17, 420.00. 34-2019-00270901 NOTICE OF SETTLEMENT OF CLASS ACTION LAWSUIT To: All current and former non-exempt employees who worked at any time for Defendant in California from November 22, 2017 to February 1, 2020. 1324b(a)(1)(B). On June 26, 2018, IER reached a settlement agreement with Triple H Services, LLC (Triple H). The Sheriff's Office also agreed to pay $500 in civil penalties to the United States. As part of the settlement agreement, UNFI will pay $3,190 in civil penalties to the government and has already paid full back pay to the Charging Party. The investigation stemmed from a charge filed by an individual after Holliswood terminated her after discovering that her employment eligibility would need to be reverified in the future. On May 17, 2022, IER signed a settlement agreement with JMJ Talent Solutions, Inc. to resolve IERs reasonable cause finding that the staffing company discriminated against the Charging Party, a lawful permanent resident, and two other lawful permanent residents, in violation of 8 U.S.C. The agreement requires R.E.E. It is only available to drivers who are not bound by Uber's arbitration clause. Under the agreement Patriot Staffing & Services, LLC will pay the Charging Party a sum of $2500.00 in back pay to compensate her for the economic damages suffered, $500 in civil penalties to the United States, and ensure all human resource personnel involved in hiring and employment eligibility verification participate in an OSC provided training webinar. Under the terms of the settlement agreement, Honda Aircraft will pay a civil penalty of $44,626, and remove all specific citizenship requirements from current and future job posting unless they are authorized by law. (DJ# 197-80-45), Settlement Press Release Settlement Agreement, Buddys Kitchen, Inc. (Unfair Documentary Practices) January 2022, On January 10, 2022, the Division signed a settlement agreement with Buddys Kitchen, Inc. (Buddys Kitchen) resolving a reasonable cause finding that Buddys Kitchen had engaged in unfair documentary practices in violation of 8 U.S.C. On February 18, 2020, the Division signed a settlement agreement with Chancery Staffing Solutions LLC, aka TransPerfect Staffing Solutions, a legal staffing company headquartered in New York, NY. The company paid a $500 civil penalty and will be subject to monitoring by the Office of Special Counsel for one year. Specifically, IERs investigation found that the synagogue, in staffing its pre-school, discriminated against a non-U.S. citizen based on citizenship status when checking the individuals permission to work in the United States. Priority Construction, Inc. (Citizenship Status) October 2021. Indrescom Security Technology, Inc. (Unfair Documentary Practices) March 2012. On December 19, 2018, the Division reached a settlement agreement with Sinai Health System (Sinai) to resolve a reasonable cause finding that Sinai violated the anti-discrimination provision of the Immigration and Nationality Act by discriminating against work-authorized non-U.S. citizens during the employment eligibility verification process. The settlement also requires Hallaton to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. How to access documents filed in a class action. 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. As part of the settlement agreement, Afni agreed to pay back pay to the charging party and a civil penalty to the United States. The Data Entry Company (Citizenship Status) May 2015. Louisiana Crane & Construction, LLC (Unfair Documentary Practices) August 2014. IER also determined that Gap discriminated against some non-U.S. citizens by requesting that they provide specific documents to confirm that they still had permission to work. On May 29, 2019, IER signed a settlement agreement with El Expreso Bus Company (El Expreso), resolving IERs reasonable cause conclusion that the company failed to consider U.S. workers for its temporary bus driving position in 2016 because it preferred to hire temporary H-2B visa workers for those positions, in violation of 8 USC 1324b(a)(1). Under the agreement, MDCPS will: pay $90,000 in civil penalties to the United States; establish a $125,000 back pay fund to compensate workers who may have lost pay because of the companys documentary practices; and submit to training and compliance monitoring for three years. 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. Under the settlement agreement, the Office of the Sheriff's employment eligibility verification practices will be subject to monitoring by the Justice Department and reporting requirements for a period of three years. On May 17, 2011, the Department of Justice issued a press release announcing a settlement agreement with Iflowsoft, LLC, resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by posting job advertisements expressing a preference for temporary visa holders and by hiring an H1-B visa holder without considering a qualified U.S. citizen applicant. The settlement agreement requires Olivarez Harvesting to pay the Charging Parties back pay for the missed work opportunity, pay a civil penalty to the United States, post notices informing workers of their rights, and undergo training and reporting and monitoring requirements. Some of the residency programs are required to pay a civil penalty, totaling $141,500; AACPM is also required to pay a civil penalty of $65,000, and to refund the charging party fees the charging party paid to use the online service containing the discriminatory postings. The settlement agreement requires that Mrs. Fields pay a civil penalty of $26,400, train relevant employees about the requirements of 8 U.S.C. InMotion Software, LLC (Retaliation) October 2017. Under the terms of the settlement agreement, LCC will pay $165,000 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. John Jay College of Criminal Justice (Unfair Documentary Practices) May 2010. The agreement resolves an allegation that the company retaliated against a work-authorized individual after he asserted his rights and privileges under 8 U.S.C. On August 29, 2014, the Department of Justice issued a press release announcing that it filed a complaint against Louisiana Crane Company, LLC d/b/a Louisiana Crane and Construction, a company that provides crane, construction and other industrial services, due to allegations of Unfair Documentary Practices against non-U.S. citizens. Feltham and her husband, Mathieu A. Leonelli, (collectively, plaintiffs) filed a lawsuit alleging Villegas's employer, Universal Protection Service, LP, erroneously sued as Allied Universal Corporation (Allied), was liable for Villegas's negligence. On January 31, 2006, the Division signed an agreement with Hispanic Associations of Colleges and Universities (HACU) addressing allegations that HACUs intern recruitment practices were in violation of the INAs anti-discrimination provision. On May 19, 2010, the Division signed a settlement agreement with the John Jay College of Criminal Justice in New York, New York resolving a charge by a Charging Party of discrimination during the Form I-9 process. City of Waterloo, IA (Citizenship Status) January 2014. On October 17, 2016, the Division signed a settlement agreement resolving its investigation of American Cleaning Company (ACC). IERs investigation concluded that from at least November 2016 through January 2018, CFAI set aside grading positions for temporary visa holders, and thus failed to consider equally qualified U.S. workers, in violation of 8 U.S.C. As part of the settlement agreement, the company will pay $14,500 in back pay to an identified victim, $3,200 in civil penalties, and receive training on the anti-discrimination provision of the Immigration and Nationality Act (INA). Several companies agreed to settle allegations of Telephone Consumer Protection Act violations, and one of those could amount to $100 per text. 2018-2019 Honda Odyssey (Elite, EX, EX-L, EX-LNR and Touring) 2019 Honda Pilot (2EX-LNR, 2TRG, 2TRG 7P . El Expreso Bus Company (Citizenship Status) May 2019. Macys Retail (Unfair Documentary Practices) June 2013. After investigating, IER determined that Triple H did not consider certain U.S. citizens for employment as landscapers in 2017 because it preferred to hire temporary foreign H-2B visa workers. On October 22, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Miami-Dade County Public Schools (MDCPS) resolving an independent investigation into whether the company had engaged in unfair documentary practices against non-U.S. citizens during the Form I-9 process. Under the terms of the agreement, Diversified Maintenance Systems will pay $6,800 in back pay and $2,000 in civil penalties to the United States government. The Divisions independent investigation revealed that Setpoint failed to consider non-citizen applicants for any professional positions at the company due to its misunderstanding of the restrictions imposed by the International Traffic in Arms Regulations (ITAR), and published at least two job advertisements with language restricting applicants to U.S. citizens only. ComForcare will also train its human resources staff about employers' responsibilities to avoid discrimination in the employment eligibility verification process and be subject to reporting and compliance monitoring by the department for 18 months. California April 24 2022 Allied Universal Security Services and a slew of affiliates face a proposed class and collective action that claims they've failed to properly pay employees in the wake of a 2021 data breach that crippled the companies' timekeeping system. 1324b(a)(6). On August 13, 2019, IER reached a settlement with Automotive Creations, Inc., Dynamic Auto Images, Inc., Prestige Auto Specialists, Inc., and Expert Automotive Reconditioning, Inc. (collectively, the Companies) to resolve a reasonable cause finding that the Companies violated the anti-discrimination provision of the Immigration and Nationality Act. Advantage Home Care (Unfair Documentary Practices) October 2012. IERs investigation concluded that Pyramid, which recruits individuals for IT positions, unlawfully rejected valid documents and demanded a different document to verify an asylees work authorization, and then terminated the employee for failing to comply with the demand. On November 21, 2016, the Division signed a settlement agreement resolving its investigation of Denver Sheriff Department. routinely requested specific List A Form I-9 documents from newly hired non-U.S. citizen employees on the basis of their citizenship status but did not make similar requests of U.S. citizens. The advertisements thus unlawfully excluded asylees, refugees, lawful permanent residents and U.S. citizens and nationals. 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 terms of the settlement agreement, Tuscany agreed to pay a civil penalty of $49,000 to the government and full back pay to an economic victim. Under the terms of the settlement agreement, Kelly Services will pay $1,888.60 in back pay to the injured party, $1,100 in civil penalties, and receive training on the anti-discrimination provision of the INA. The settlement requires Amiga to pay $24,864 in civil penalties, undergo training, and be subject to monitoring. Under the settlement, SMSC will pay a $60,000 civil penalty to the United States, establish a $75,000 back pay fund for affected workers, train their staff on the requirements of 8 U.S.C. (Class Notice at 4). OSC found that YCS required non-U.S. citizens, but not similarly situated U.S. citizens, to present additional and unnecessary documentation to establish their employment eligibility. Provisional Staffing Solutions (Unfair Documentary Practices) May 2017. The lawsuit relays that Allied Universal, a security services company who employs over 800,000 workers, has used the Kronos timekeeping and payroll system since at least December 11, 2021, when the system was the target of a ransomware attack. Amtex Systems, Inc (Citizenship Status) May 2022. In addition to paying a civil penalty in the amount of $110.00, back pay to the Charging Party in the amount of $5,053.03, and front pay to the Charging Party in the amount of $6,600.00, Gala Construction has agreed to train all human resources personnel on their responsibilities under the anti-discrimination provision of the INA and implement a policy prohibiting discrimination on the basis of citizenship status and national origin. Under the settlement agreement, the company will pay a civil penalty of $5,204 to the United States, pay $13,930 in back pay to the Charging Party, train relevant employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental monitoring. 57.082 (2) (a) (1), Fla. Stat. The investigation showed that U.S. citizens were permitted to provide documentation of their choice. Chancery Staffing Solutions, LLC a/k/a TransPerfect Staffing Solutions, LLC(Citizenship Status) May 2019. Abbott Baby Formula. Under the settlement agreement, Mar-Jac will pay a civil penalty of $190,000, pay up to $25,000 in back pay to compensate affected employees and applicants, and will have its relevant staff participate in Division-provided training on 8 U.S.C. Pursuant to the settlement agreement, it will require payment of $49,800 to the United States, payment of back pay to compensate any individuals who were denied employment as a result of ISS' pattern or practice of Unfair Documentary Practices, a continuation of on-going, Division-approved human resources staff training, appropriate modifications of the employer's employment eligibility verification policies and procedures, and Division monitoring/reporting over a two-year compliance period. On December 6, 2019, the Division signed a settlement agreement with Onin Staffing, LLC (Onin), resolving a claim arising from its investigation into the companys Form I-9 and E-Verify practices in McAllen, Texas. Automotive Creations, Inc. (Unfair Documentary Practices) August 2019. This settlement is aimed to resolve the claims of 13,500 employees and ends fifteen years of litigation. IERs investigation found that the company initially offered the Charging Parties crop harvesting jobs, but then falsely told them that the harvesting work was no longer available and instead offered them warehouse packing jobs with a lower hourly wage. Afni, Inc. (Unfair Documentary Practices) December 2018. On November 16, 2020, the Division signed a settlement agreement with the School Board of Palm Beach County resolving claims that the School District routinely asked non-U.S. citizens to provide documents issued by the Department of Homeland Security, such Permanent Resident Cards, to prove their employment eligibility, even though the individuals may have wished to present other valid documentation, such as an ID and unrestricted Social Security card. 1324b(a)(1). A class action lawsuit is a legal action filed by more than one individual against a single defendant. The Division's investigation concluded that Accountemps refused to refer the charging party for a federal government contract position because, as a naturalized citizen, the charging party was not born in the United States. The Division initiated the investigation based on information obtained by E-Verify. 1324b(a)(5). Pursuant to the settlement agreement, FTD will pay $1,800 in back pay to the charging party, $3,000 in civil penalties, and receive training on the anti-discrimination provision of the INA. 29 November 2019. MOBILE EMERGENCY HOUSING CORP. and TRACK RAT ENTERPRISES, INC. d/b/a PERFORMANCE AUTOMOTIVE & TIRE CENTER are taking legal action against HP for rendering their HP printers unusable. Settlement Press Release PFSWeb Settlement Agreement Prestigious Placement Settlement Agreement, Accountemps (Citizenship Status) June 2015. Designated company human resources and managerial personnel will be required to undergo training by the Office of Special Counsel to learn about employers responsibilities under the anti-discrimination provision of the INA. 1324b(a)(1)(B). IERs investigation concluded that the company, which recruits workers for other entities, engaged in discrimination in the hiring or recruitment/referral for a fee processes by considering only applicants who were U.S. citizens and lawful permanent residents when filling a job for a client. 1324b(a)(6). Scott alleges that his 2016 Subaru Outback, which he bought in British Columbia in 2017, started suffering from electrical problems at only 6,560 kilometers. Bacchi v. Massachusetts Mutual Life Insurance Company, filed as a class action in which Plaintiff contends that MassMutual retained profits that it was required to distribute as dividends to its participating policyholders. As part of the agreement, the company will pay $215,000 to the United States, create a $55,000 back pay fund, undergo training on the antidiscrimination provision of the INA, and be subject to departmental monitoring of its employment eligibility reverification practices for a period of two years. Under the terms of the agreement, Onward Healthcare will pay $100,000 in civil penalties to the United States government. Huber unlawfully preferred to hire visa holders and subjected the lawful permanent residents to different selection standards and increased scrutiny. The investigation and settlement only address actions by McDonalds corporate-owned restaurants, not its franchises. Additionally, the settlement also requires Around the Clock to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. On June 27, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Macy's Retail holdings and other related entities to resolve allegations that the company engaged in a pattern or practice of reverification Unfair Documentary Practices against work-authorized immigrants. On May 31, 2011, the Department of Justice issued a press release announcing a settlement agreement with the American Academy of Pediatrics (AAP), resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by limiting hiring to U.S. citizens and certain visa holders, even though other work-authorized individuals should have been allowed to apply. The three plaintiffs had accused. 1324b(a)(6). Hartz Mountain Industries (Citizenship Status) August 2016. On September 27, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with International Business Machines Corporation, resolving allegations that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) when it placed online job postings for application and software developers that contained citizenship status preferences for F-1 and H-1B temporary visa holders. Lawsuit settlement has enforced American Intercontinental University to stop collecting loans it has offered to its students. IERs investigation revealed that Afni rejected a lawful permanent residents valid Form I-9 documents on more than one occasion, and requested more or different documents based on her citizenship status, both of which are unfair documentary practices in violation of 8 U.S.C. 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