U.S. Equal Employment
Opportunity Commission
4
Jury Says AA Foundries Must Pay $200,000 for Creating Racially Hostile Work Environment - 9/27/2012
Performance Drilling to Pay $28,000 to Settle Race Discrimination Lawsuit with EEOC - 9/27/2012
EEOC Sues Dollar General for Race Discrimination and Retaliation - 9/27/2012
EEOC Sues Bobby E. Wright Behavioral Health Center for Disability Discrimination - 9/27/2012
Waconia Company Sued for Disability Discrimination - 9/27/2012
Muskegon River Youth Home Sued By EEOC for Pregnancy Policy - 9/27/2012
EEOC Sues Panda Express Restaurant in Hawaii for Rampant Sexual Harassment - 9/27/2012
Schindler Elevator Corporation Sued By EEOC for Race Discrimination - 9/27/2012
EEOC Sues Aurora Health Care for Disability Discrimination - 9/26/2012
EEOC Sues Two Texas Companies for Disability Discrimination - 9/26/2012
The EEOC has sued Mavis Discount Tire, claiming that Mavis did not hire women as Managers, Assistant Managers, Mechanics, Tire Installers, and similar jobs because of their sex.
If you applied for a job at any Mavis Discount Tire or Cole Muffler location and think you may not have been hired because you are a woman, or you have any information, please contact the EEOC.
The EEOC has sued the Texas Roadhouse chain of restaurants, claiming that Texas Roadhouse did not hire people age 40 and older because of their age.
If you believe you may have been denied a front of the house position such as server, hostess/host, bartender, etc. at Texas Roadhouse because of your age or if you have any information, please contact the EEOC.
The EEOC has sued Bass Pro Outdoor World, claiming that it did not hire people because of their race (African-American or black) or national origin (Hispanic or Latino) and that Bass Pro retaliated against employees who complained about
discrimination.
If you applied for a job at any Bass Pro location and think you may not have been hired due to your race or national origin or if you have any information, please contact the EEOC.
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The EEOC has finalized its Plan for Retrospective Review of Significant Regulations (Final Plan). Pursuant to Executive Order 13563, EEOC will use the Final Plan as a guide to determine whether regulations should be modified, streamlined, expanded, or repealed, to make the EEOC's regulatory program more effective and/or less burdensome in achieving its regulatory objectives.