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New York based staffing company accused of discrimination

The United States Equal Employment Opportunity Commission (EEOC) has filed suit against a staffing company based in New York. The suit alleges the company used illegal discriminatory hiring practices by "either refusing to hire highly qualified black applicants or placing them in the lowest paying, least desirable jobs."

Elaboration on allegations: Discrimination and retaliation within the workplace

The EEOC has accused the company of hiring practices that are in direct violation with Title VII of the Civil Rights Act of 1964. This law prohibits the discrimination and retaliation against individuals based on their age, disability, race or sex. According to the complaint, EEOC contends that Staffing Solutions either refused to hire highly qualified Black applicants or placed them in the lowest paying, least desirable jobs.

Further, the EEOC alleges that Staffing Solutions' owner, Kathleen Faulhaber, regularly referred to Black applicants as "n----rs," instructed her staff to comply with clients' race and sex preferences, placed employees in positions based on race and sex, rejected pregnant applicants, and discriminated against people on the basis of age. All civil rights practitioners and workers in protected classes should poay closen attention to this case.

The allegations against the NY company include both offenses: discrimination and retaliation.

  • Discriminatory hiring practices. The company allegedly honored discriminatory requests when staffing for other companies that sought to hire workers from their pool of qualified candidates. The EEOC states the company passed over highly qualified black workers based solely on their race. The government agency also states the company rejected applicants based on age and potential health issues.
  • Retaliation after complaints. An acting office manager states that she complained about these discriminatory practices and objected to the "repeated use of racial slurs." She claims the staffing company gave her two options: comply or leave. She resigned shortly after the discussion.

If these allegations are supported, the victims will likely receive legal remedies.

Remedies available for victims: Backpay and damage payments

The EEOC has stated that it is seeking back pay for those who were the victims of this discriminatory practice. The EEOC has also sought "compensatory, liquidated and punitive damages as well as injunctive relief."

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