©2026 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2026 EDITION | 60 EEOC v. Westminster Ingleside King Farm Presbyterian Ret. Cmtys., Inc., Case No. 8:24-cv-02811 (D. Md.) The EEOC investigated allegations regarding the failure to promote a high-performing Black manager who, despite her performance, was purportedly denied an executive-level position due to her race. The EEOC further alleged that after the employee complained internally about what she believed to be racially discriminatory treatment and subsequently filed a discrimination charge, her employment was terminated. The Commission contended that the refusal to promote constituted race discrimination and that the termination constituted retaliation for engaging in protected activity, in violation of Title VII. The matter was resolved through a consent decree that imposed monetary and injunctive relief. Under the terms of the settlement, the employer agreed to pay $85,000 in monetary relief to the complainant. In addition to the financial component, the decree prohibits the employer from engaging in future race discrimination or retaliation and requires it to: implement enhanced non discrimination and non retaliation policies; to provide notices to employees informing them of their rights under federal anti discrimination law; and to conduct advanced training for its human resources personnel and management officials.
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