Canvas Corporation (Citizenship Status) June 2011. Under the agreement, Culinaire will pay $20,460 in civil penalties to the United States, set aside a fund of $40,000 to compensate work-authorized individuals who suffered economic damages, undergo training, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for 20 months. Patriot Staffing & Services (Unfair Documentary Practices) July 2014. Chancery Staffing is the successor to TransPerfect Staffing Solutions LLC and continues to do business as both TransPerfect Staffing Solutions and TransPerfect Legal Solutions. The company recruits employees using a foreign company as its agent, and directly hires them to perform IT work for NSA clients. IERs investigation found that SV Donuts unlawfully rejected a charging partys valid Form I-9 documents and requested an additional immigration document because of his status as a non-U.S. citizen, and delayed hiring him because he failed to present the requested additional document. 1324b(a)(6). April 8, 2020. On October 15, 2019, IER entered into a settlement agreement with Marion County School District 103, aka Woodburn School District, resolving a charge-based investigation under the anti-discrimination provision of the Immigration and Nationality Act. On July 23, 2020, IER signed a settlement agreement with Arnold & Porter Kaye Scholer LLP (Arnold & Porter), a national law firm, and Law Resources, Inc. (Law Resources), a Washington, D.C.-based legal staffing company resolving claims that Law Resources, at Arnold & Porters direction, imposed unauthorized citizenship status restrictions. The company further agreed to revise its hiring and recruiting procedures, train its human resources personnel to ensure compliance with the INA, and be subject to reporting requirements for a period of two years. In addition, Respondents will jointly pay a $30,000 civil penalty to the United States; create an $115,000 back pay compensation fund to compensate economic victims; ensure that relevant human resources personnel participate in Division-provided training; and be subject to Division monitoring for a three-year period. Additionally, designated company personnel will be required to undergo training by the Office of Special Counsel to learn about employers responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). Huber has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the one-year term of the agreement. You may be eligible to submit a claim, even if you do not have proof of purchase. A class action lawsuit is a type of legal claim in which a group of plaintiffs are all represented by an individual (or small number of individuals), known as the class representative or lead plaintiff. 1324b(a)(1)(B). 1324b(a)(6). The Divisions investigation concluded that that the company routinely required specific Form I-9 documents from non-U.S. citizens employees, based on their citizenship status. As part of the settlement agreement, the company will pay $7,158 in back pay to two identified victims and $6,400 in civil penalties. Under the terms of the settlement, Whiz agreed to pay $21,870 in back pay/front pay to the terminated worker, $1,000 in civil penalties to the United States Treasury, and three years of monitoring and reporting requirements. When UPS received the notification, the company asked the worker for additional documents instead of checking for a simple data entry error, as the company did when it received such notices for U.S. citizen workers. 1324b, and be subject to departmental monitoring. The investigation stemmed from a charge filed by an individual after Holliswood terminated her after discovering that her employment eligibility would need to be reverified in the future. The Divisions underlying investigation revealed that Respondents had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. Crop Production Services, Inc. (Citizenship Status) December 2017. On June 11, 2019, IER signed a settlement agreement with Sam Williamson Farms, Inc. (SWF), resolving an independent investigation into whether the company failed to consider U.S. workers, because of their citizenship status, for strawberry picking positions, in violation of 8 USC 1324b(a)(1)(B). Based on its investigation, IER found reasonable cause to believe that Clifford Chance unlawfully excluded work-authorized non-citizens and dual citizens from placement on a temporary document review project. The department's investigation revealed that the company requested lawful permanent resident employees, but not U.S. citizen employees, to complete additional Forms I-9 and provide additional proof of employment eligibility after hire even though the INA prohibits this. Top Class Actions has helped law firms across the country successfully find plaintiffs for class action lawsuits & mass torts since 2008, receiving tens of thousands of leads per month. In addition, Catholic Healthcare West will (1) complete a comprehensive, internal audit of all of its facilities to uncover other instances of Unfair Documentary Practices, (2) train its recruitment personnel on their responsibilities not to discriminate, (3) promulgate and implement a policy prohibiting discrimination under the anti-discrimination provisions of the Immigration and Nationality Act, and (4) provide reports to the Department of Justice for three years. Under the settlement agreement, Fleetlogix will pay a civil penalty of $627,00 to the United States, up to $100,000 in back pay to people who lost work due to the discrimination, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements. 1324b(a)(1) and (a)(6). The Division's investigation established that La Farine required a non-U.S. citizen, but not similarly-situated U.S. citizens, to produce more documents than necessary for the purpose of re-verifying employment eligibility. Sam Williamson Farms, Inc. (Citizenship Status) June 2019. On December 22, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Diversified Business Consulting (DB) resolving allegations that the Silver-Spring-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by routinely requesting specific DHS-issued documentation from work-authorized non-U.S. citizens during the employment eligibility verification processes while not making similar demands of U.S. citizens. The settlement also resolves claims that Law Resources separately retaliated against the worker whose charge prompted IERs investigations by placing her on a do not use list after she objected to the projects citizenship status restriction. The investigation, based on a referral from the Department of Homeland Securitys E-Verify program, established that ACC engaged in a pattern or practice of discrimination in violation of 8 U.S.C. On March 3, 2017, a tribunal found Mar-Jac liable for a pattern or practice of unfair documentary practices in violation of 8 U.S.C. Pizzerias, LLC (Unfair Documentary Practices) March 2017. Under the settlement, Pappas and Sons agreed to pay a civil penalty to the United States and back wages to the Charging Party, train the companys human resources personnel on the requirements of the INAs antidiscrimination provision, and be subject to departmental reporting and monitoring requirements. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. Under the settlement agreement, Hallaton will pay a civil penalty of $ 43,143 to the United States, pay up to $80,000 in back pay to affected U.S. workers, and conduct enhanced U.S. worker recruitment and advertising for future positions. On December 3, 2020, the Division filed a complaint with the Office of the Chief Administrative Hearing Officer against Facebook, Inc., alleging Facebook discriminated against U.S. workers (U.S. citizens, U.S. nationals, refugees, asylees, and recent lawful permanent residents) in its recruitment and hiring practices, in violation of 8 U.S.C. The Divisions investigation determined that Ichiba, a ramen restaurant in New York City, denied a qualified applicant employment in the summer of 2017 because it preferred to hire wait staff of Japanese or Korean national origin. Gamewell Mechanical will also train its human resources staff about employers' responsibilities to avoid discrimination in the employment eligibility verification process and be subject to reporting and compliance monitoring by the department for 18 months. Triple H Services, Inc. (Citizenship Status) June 2018. The agreement recognizes that the County unilaterally reinstated the deputy sheriff with back pay and requires the County to edit job advertisements to comply with 8 U.S.C. On December 28, 2020, the Division signed a settlement agreement with Northgate Gonzalez Markets, Inc., and Northgate Gonzalez Financial, LLC d/b/a Prospera Gonzalez (collectively Northgate), resolving a claim that Northgate asked a worker with asylum status for a specific, DHS-issued document to reverify his employment eligibility and rejected his attempt to present his unrestricted Social Security card, resulting in his termination. IERs investigation found that G4S, a security services company based in Jupiter, Florida, rejected the Charging Partys valid Permanent Resident Card and Form I-797 extending its validity, and requested a new Permanent Resident Card to verify his work authorization, because of his status as a Lawful Permanent Resident. The investigation further revealed that Respondent required existing lawful permanent employees to reestablish their continued work authorization upon the expiration of their List A document by showing a new unexpired List A document. On June 15, 2021, IER signed a settlement with Tecon Services, Inc. resolving a reasonable cause finding that the company engaged in an unfair documentary practice based on national origin, in violation of 8 U.S.C. The Divisions investigation found that between December 2015 and February 2016, ACSs Cookeville office created and published a job posting stating that applicants for machine operator positions at a client company must present a U.S. birth certificate, even though there was no legal authorization for such requirement. The department's investigation, which was initiated based on a referral from the U.S. 1324b (a) (1) A Universal Protection Services collective action website invites any potential Class Members to join the lawsuit. Valley Crest Companies (Citizenship Status) May 2010. The Divisions investigation was based on a referral from USCIS, and revealed sufficient evidence to show that Respondents had a pattern or practice of requesting List A documents from newly-hired lawful permanent residents (LPRs) because of their citizenship status, while not making similar requests of U.S. citizens. As part of the settlement, Gap will pay $73,263 in civil penalties, provide back wages to an asylee and a lawful permanent resident who lost work, train thousands of its employees nationwide, ensure that its electronic programs are compliant with applicable rules, and be subject to monitoring and reporting requirements for three years. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. Under the terms of the settlement agreement, the Respondent will pay $320,000 in civil penalties, provide back pay to an economic victim, comply with specific injunctive and corrective action requirements, and be subject to monitoring for a three year period. The settlement agreement requires Security to agree to train relevant employees about the anti-discrimination requirements of 8 U.S.C. Under the terms of the settlement agreement, Tuscany agreed to pay a civil penalty of $49,000 to the government and full back pay to an economic victim. Onward Healthcare, Inc. (Citizenship Status) March 2012. The company also agreed to training and monitoring requirements for a period of 18 months. On August 5, 2015, the Division issued a press release announcing it reached a settlement agreement with the City of Eugene, Oregon, to resolve allegations that it required applicants for police officer positions be a U.S. citizen at the time of application. A "class action" lawsuit is one in which a group of people with the same or similar injuries caused by the same product or action sue the defendant as a group. The Divisions investigation made a reasonable cause finding that from January 1, 2018 to July 30, 2020, LNKs Human Resources department engaged in a pattern or practice of: (1) requesting specific documents from lawful permanent residents to prove their citizenship status, and (2) requiring asylees and refugees to provide Employment Authorization Documents during the employment eligibility reverification process in violation of 8 U.S.C. Additionally, the Divisions investigation concluded that the company had a pattern or practice of requiring more or additional documents than are legally required to establish work eligibility from work-authorized non-citizens. On July 20, 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with United Natural Foods, Inc. (UNFI), an independent national distributor of natural, organic, specialty foods, resolving an allegation that the company committed discrimination when it impermissibly reverified the work authority of lawful permanent residents and required some non-citizen workers to provide specific Form I-9 documentation. On May 13, 2016, the Division issued a press release announcing it reached a settlement agreement with NetJets Services, Inc. ( NetJets), resolving claims that it treated non-U.S. citizens differently than U.S. citizens in violation the anti-discrimination provision of the Immigration and Nationality Act (INA) by: (1) requiring newly hired non-U.S. citizens to present specific documents to prove their employment eligibility; (2) subjecting employees who were Legal Permanent Residents to unnecessary post-employment reverification of their work authority through the production of specific documents; and (3) requiring employees who had become naturalized U.S. citizens after they were hired to produce their certificate of naturalization to establish the change in their citizenship status. 1324b when verifying the workers work authorization. As part of the settlement agreement, the Housing Authority agreed to offer the Injured Party reinstatement, provide him with back pay, and pay a civil penalty to the United States. IERs investigation found that between at least January 10, 2019, and April 6, 2020, Secureapp posted 12 facially discriminatory job advertisements that expressed a hiring preference for non-U.S. citizens seeking sponsorship or who already possessed an employment-based visa. On April 1, 2019, IER signed a settlement agreement with the Housing Authority of Victoria, Texas (Housing Authority), resolving a charge-based investigation. On June 28, 2017, IER reached a settlement agreement with Panda Restaurant Group, Inc. (Panda Express) resolving allegations of unfair documentary practices. 10:56 AM. Pursuant to the settlement agreement, the employer will pay $700 in back pay to the charging party, pay $485 in civil penalties to the U.S., and receive training on the anti-discrimination provision. On April 26, 2011, the Department of Justice issued a press release announcing a settlement agreement with Restwend LLC, the corporate owner of several Wendy's restaurants in Maine, resolving allegations that it had a policy of refusing to hire non-U.S. citizens. Complaint Press Release Complaint, Sellari's Enterprises, Inc. (Unfair Documentary Practices) June 2017. Facebook (Citizenship Status) December 2020. During the investigation, the company voluntarily reinstated the Charging Parties and paid them $7,200 in back pay. Collabera, Inc. (Citizenship Status and Unfair Documentary Practices) January 2021. Settlement Press Release Settlement Agreement, JP Senior Healthcare, LLCand JP Senior Management, LLC(Unfair Documentary Practices) August 2021. Allied Universal provides security services nationally and internationally. Crookham Company is also required to pay a civil penalty of $200,000, and be subject to department monitoring. Under the settlement agreements, the residency programs and AACPM are required to comply with several injunctive terms to prevent future discrimination, such as training and ensuring future job postings do not contain discriminatory language. The Open to Claims page lists open class-action suits and the deadlines you have to reach out to lawyers and law groups to get a check as part of the suit. The company changed its hiring practices after notice of IERs investigation. The Division's investigation concluded that Paramount Staffing's Hanover Park, Illinois location routinely requested specific DHS-issued documentation from lawful permanent residents for the employment eligibility verification processes (Form I-9 and E-Verify) while not making similar demands of U.S. citizens. On November 16, 2017, the Division signed a settlement agreement with Washington Potato Company resolving an investigation alleging that its Form I-9 employment eligibility verification practices at the Freeze Pack facility, which it operated, violated the anti-discrimination provision of the Immigration and Nationality Act. The Divisions investigation was based on a referral from USCIS, and revealed sufficient evidence to show that Respondent had a pattern or practice of requesting List A documents from newly-hired lawful permanent residents (LPRs) because of their citizenship status, while not making similar requests of U.S. citizens. On March 21, 2016, the Division signed a settlement agreement with Barrios Street Realty and its agent, Jorge Arturo Guerrero Rodriguez, resolving claims that Barrios Realty and Guerrero Rodriguez discriminated against qualified U.S. workers by preferring to hire foreign workers under the H-2B visa program. Indrescom Security Technology, Inc. (Unfair Documentary Practices) March 2012. On February 22, 2023, IER secured a settlement with Amiga Informatics Inc. (Amiga) to resolve IERs reasonable cause finding that the company engaged in citizenship status discrimination, in violation of 8 U.S.C 1324b(a)(1)(B). The settlement agreement requires the Company to, among other things, pay $14,430 in civil penalties, pay $11,177.60 in back pay to the charging party, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. On March 31, 2021, the Division signed a settlement agreement with Adaequare Inc. (Adaequare) to resolve an independent investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. Holliswood Hospital (Unfair Documentary Practices) December 2012. Infinity Group (Unfair Documentary Practices) September 2013. Under the settlement agreement, Taiyo will pay a civil penalty to the United States, provide $10,400.00 (gross) in back pay and interest to the worker, post notices informing workers about their rights under 8 U.S.C. On September 14, 2021, the Division signed a settlement agreement with Challenger Sports Corp. (Challenger) to resolve a reasonable cause finding that Challenger violated of 8 U.S.C. Under the agreement, Palmetto is required to pay $42,000 in civil penalties to the United States, participate in IER-provided training on the anti-discrimination provision of the INA, make $35,000 available to fund back pay awards to U.S. workers denied employment, and be subject to departmental monitoring and reporting requirements for a three-year period. On March 16, 2022, IER signed a settlement agreement with Bianchi Home Care Inc. (Bianchi) resolving IERs reasonable cause finding that Bianchi committed citizenship status discrimination in violation of 8 U.S.C. 1256), OCAHO granted OSC essentially all the monetary and injunctive relief it had requested in its July 10, 2015, Request for Remedies. On October 25, 2012, the Department of Justice issued a press release announcing a settlement agreement with Advantage Home Care, LLC, formerly known as Executive Care, LLC, based in Hackensack, NJ, resolving claims that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA), when it required newly hired lawful permanent residents to provide more or different documents than U.S. citizens during the Form I-9 employment eligibility verification process. On August 29, 2014, the Department of Justice issued a press release announcing that it filed a complaint against Louisiana Crane Company, LLC d/b/a Louisiana Crane and Construction, a company that provides crane, construction and other industrial services, due to allegations of Unfair Documentary Practices against non-U.S. citizens. Settlement Press Release Settlement Agreement Back Pay Survey, Bel USA, LLC (Unfair Documentary Practices) July 2020. 1324b(a)(1)(B). Under the settlement, Accountemps will continue to refer the charging party for positions for which she is qualified, pay a $2,500 civil penalty, train its staff on the anti-discrimination provision of the INA, and be subject to a one-year monitoring period. IERs investigation found that the company initially offered the Charging Parties crop harvesting jobs, but then falsely told them that the harvesting work was no longer available and instead offered them warehouse packing jobs with a lower hourly wage. 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