U.S. Equal Employment
Opportunity Commission
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Owner of Comfort Inn and Suites in Taylor, Mich. Sued by EEOC for Pregnancy Discrimination - 11/13/2012
Owners of Albuquerque-Area IHOPs to Settle EEOC Sexual Harassment Suit for $1 Million - 11/13/2012
Gaylord, Inc. to Pay $55,000 to Settle EEOC Religious Discrimination Lawsuit - 11/13/2012
Sixth Circuit Overturns Award of Attorney Fees Against EEOC - 11/13/2012
Interstate Distributor Company to Pay Nearly $5 Million to Settle EEOC Disability Suit - 11/9/2012
Rite Aid to Pay $250,000 to Settle EEOC Disability and Retaliation Discrimination Lawsuit - 11/7/2012
Hotspur Resorts, JW Marriott Franchisee, Settles EEOC Sexual Harassment Suit for $155,000 - 11/7/2012
EEOC Obtains Ten-Year Consent Decree in Pregnancy Discrimination Case - 11/7/2012
Tenaya Lodge at Yosemite Settles EEOC Sexual Harassment & Retaliation Case for $195,000 - 11/7/2012
Señor Frog’s, Altres Sued By EEOC For Severe, Rampant Sexual Harassment - 11/2/2012
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.