U.S. Equal Employment
Opportunity Commission
PBM Graphics to Pay $334,000 to Settle EEOC National Origin Discrimination Suit - 12/10/2012
EEOC Sues American Tool & Mold for Disability Bias against Worker - 12/10/2012
Bay State Milling Company Sued by EEOC For Age Discrimination in Hiring - 12/10/2012
EEOC’S Phoenix Office and Mexican Consulates in Arizona Sign Historic Outreach Agreement - 12/6/2012
WirelessComm to Pay $97,000 to Settle EEOC Sexual Harassment Lawsuit - 12/6/2012
Safelite Glass Settles Sexual Harassment and Retaliation Case for $50,000 - 12/5/2012
EEOC Sues Staffmark and Sony for Disability Discrimination - 12/4/2012
RockTenn Services Pays $500,000 to Settle EEOC Race Harassment Suit - 12/3/2012
UPS Sued By EEOC for Religious Discrimination - 12/3/2012
DHL Global Forwarding Pays $201,000 to Settle EEOC National Origin Discrimination Suit - 12/3/2012
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.
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EEOC will use the Final Plan as a guide to determine whether regulations should be modified, streamlined, expanded, or repealed, to make the EEOC's regulatory program more effective and/or less burdensome in achieving its regulatory objectives.