In September 1999, the Seattle District Office of the EEOC brought this case against J.R. Simplot Company in the U.S. District Court for the District of Idaho alleging discrimination on the basis of national origin and race in violation of Title VII of the Civil Rights Act of 1964. Specifically, ...
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In September 1999, the Seattle District Office of the EEOC brought this case against J.R. Simplot Company in the U.S. District Court for the District of Idaho alleging discrimination on the basis of national origin and race in violation of Title VII of the Civil Rights Act of 1964. Specifically, the defendant provided a test (lacking any legitimate business purpose) to employees and applicants that had an adverse impact on Hispanic and Asian Americans. After some discovery, the parties settled in June 2001 through a consent decree.
The two-year decree contained a non-retaliation clause and provided that the defendant deposit $125,000 into a settlement fund which would be used to resolve the claims of discrimination relating to the biased test, subject to a very detailed distribution process. In addition, the defendant agreed to: provide Title VII training for all managers and supervisors, give the claimants first access to open job opportunities, and report to the EEOC at specified times.
Kevin Wilemon - 06/05/2007
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