EEOC-Initiated Litigation - 2023 Edition

©2023 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2023 EDITION | 23 KEY CASES FILED IN FY 2022 EEOC v. Sinclair Broadcast Group, Inc., 1:22-cv-2477 (D. Md.) The EEOC sued Sinclair Broadcast Group alleging that the media company subjected an IT analyst to race discrimination in violation of Title VII. More specifically, the EEOC claimed that Sinclair Broadcast Group paid an African American IT analyst less than it paid to similarly-situated employees of other races. Furthermore, after the analyst complained of this supposed pay discrepancy, the EEOC asserted that the company subjected her to further discrimination, resulting in the analyst’s constructive discharge. EEOC v. Heartfelt Home Healthcare Services, Inc., 1:22-cv-280 (W.D. Pa.) The EEOC filed a Complaint against the defendant home healthcare company asserting claims for pregnancy and disability discrimination under Title VII and the ADA. Namely, the EEOC alleged that Heartfelt Home Healthcare Services unlawfully terminated a scheduling coordinator’s employment because she had to leave work for a pregnancy-related medical condition, and because the company regarded her as disabled due to her hypertension. KEY SETTLEMENTS SECURED IN FY 2022 EEOC v. Gas Field Specialists, Inc., 4:21-cv-1615 (M.D. Pa.) Gas Field Specialists entered into a settlement ending an EEOC-initiated lawsuit alleging that the natural gas company violated the ADA by terminating a mechanic because he had a history of cancer. Under the parties’ three-year consent decree, Gas Field Specialists agreed to pay $184,000 to the terminated mechanic, host an ADA training, and document any reasons why employees are not recalled after a seasonal layoff moving forward. EEOC v. Route 22 Sports Bar, Inc. & Crazy Mexican Restaurant & Grill, LLC, 5:21-cv-7 (N.D.W. Va.) The defendant restaurants agreed to settle a Title VII lawsuit in which the EEOC claimed that the restaurant owner’s male spouse, as well as male staff members, subjected female employees to a sexually hostile work environment and subsequent retaliation for complaining. As part of the four-year consent decree, the defendants committed to pay $217,500 to a class of eight female employees, develop revised Title VII policies and internal reporting procedures, and deny the owner’s spouse from holding a supervisory position with either defendant. OH WV PA NJ Philadelphia MD DE EEOC Philadelphia District Office DISTRICT PROFILE Director: Jamie Williamson Regional Attorney: Debra Lawrence Merit Cases Filed in FY 2022: 7 (T-4th) Average Days Between Determination Letter & Failure to Conciliate: 134 Average Days Between Failure to Conciliate & Complaint: 105 Average Days Between Determination Letter & Complaint: 239