U.S. Equal Employment
Opportunity Commission
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EEOC Sues to Redress Sexual Harassment of Vulnerable Farmworkers - 10/5/2012
Roy Farms Sued by EEOC for Male-on-Male Sexual Harassment - 10/4/2012
Egg Giant National Food Sued by EEOC for Sexual Harassment - 10/4/2012
Roy Farms Ha Sido Demandada Por EEOC Por Acoso Sexual Hombre Con Hombre - 10/4/2012
New Hanover Regional Medical Center to Pay $146K to Settle EEOC Disability Discrimination Suit - 10/3/2012
America's Largest Onion Grower Sued by EEOC for Harassment and Retaliation - 10/3/2012
Unit Corporation Sued by EEOC for Refusing to Hire Women - 10/3/2012
EEOC Sues Baby O's Restaurant of Jackson for Race Discrimination and Retaliation - 10/3/2012
Hampton Inn Franchise to Pay $85K to Settle EEOC Race and National Origin Bias Suit - 10/2/2012
EEOC Sues Regions Bank for Age and Disability Discrimination - 10/1/2012
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EEOC will use the Final Plan as a guide to determine whether regulations should be modified, streamlined, expanded, or repealed, to make the EEOC's regulatory program more effective and/or less burdensome in achieving its regulatory objectives.