On May 31, 2001, the United States filed a lawsuit under Title VII against the City of New York in the U.S. District Court for the Southern District of New York, alleging that the City's Work Experience Program ("WEP") discriminated against its employees on the basis of their sex and race ...
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On May 31, 2001, the United States filed a lawsuit under Title VII against the City of New York in the U.S. District Court for the Southern District of New York, alleging that the City's Work Experience Program ("WEP") discriminated against its employees on the basis of their sex and race. Specifically, the United States contended that WEP supervisors subjected three female employees to sexual harassment and retaliation and that the City knew of and refused to remedy this discrimination. Additionally, the United States alleged that the WEP engaged in race discrimination by refusing to take action against the hostile, racist work environment of an African-American employee. Specifically, a noose and a racial caricature of African-Americans were placed in the interior of a building that this employee was painting. When the employee complained, her WEP supervisor refused to take action against this hostile environment. The United States sought remedial and injunctive relief.
The EEOC investigated the charge, found reasonable cause to believe that the allegations of sex and race discrimination were true, attempted unsuccessfully to achieve through conciliation a voluntary resolution of the charge and subsequently referred the matter to the Department of Justice.
On May 12, 2006, the United States and the defendant agreed to enter into a consent decree, which was approved by the district court (Judge Richard Conway Casey). The City of New York agreed to offer one female plaintiff a monetary award of $110,000, another female plaintiff an award of $40,000, and the African American employee an award of $18,000.
Additionally, the City agreed to distribute a notice that informs WEP employees of their rights under Title VII. People who direct or oversee the WEP program are enjoined from engaging in sex or race discrimination. These people will also be required to participate in trainings concerning hostile environments and unlawful discrimination. The agreement further required the defendant to distribute the notice to the heads of all city agencies that assigns work to WEP participants.
We have no further information on this case.
Dana Schwarz - 11/08/2007
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