The judgment from the suit is for all the members of the group (class). Iflowsoft, LLC (Citizenship Status) May 2011. The Divisions investigation found that MDCPS required non-U.S. citizens to produce more documents than necessary for the purpose of verifying their employment eligibility, but did not make those requests of U.S. citizens. 1324b(a)(1)(B). 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. 1324b(a)(6). Allied Universal Security Services, a security company that employs more than 800,000 workers, and many of its affiliates, are facing several claims and class actions alleging that they owe employees unpaid wages in the aftermath of a 2021 data breach that threw a wrench in the companies' timekeeping system. Under the settlement agreement, the company will pay a civil penalty of $5,204 to the United States, pay $13,930 in back pay to the Charging Party, train relevant employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental monitoring. The settlement agreement requires Triple H to, among other things: 1) pay $15,600 in civil penalties; 2) engage in enhanced recruiting efforts for U.S. workers, beyond what the Department of Labor's program requires; 3) set aside a back pay fund of $85,000 to provide back pay to U.S. applicants who were unfairly denied employment; 4) undergo department-provided training on the anti-discrimination provision of the INA; and 5) undergo departmental reporting and monitoring. Under the settlement agreement, Gamewell Mechanical, Inc. will pay a total of $10,560 in back pay to the three discharged U.S. citizens, and $9,600 in civil penalties to the United States. The agreement resolves an allegation that the company applied enhanced employment eligibility procedures to work-authorized non-U.S. citizens that were run through E-Verify. On March 31, 2021, IER signed a settlement agreement with G4S Secure Solutions USA Inc., resolving claims that the company engaged in unfair documentary practices based on citizenship status in violation of 8 U.S.C. Allied, one of the nation's largest security firms, contracts with . Feltham and her husband, Mathieu A. Leonelli, (collectively, plaintiffs) filed a lawsuit alleging Villegas's employer, Universal Protection Service, LP, erroneously sued as Allied Universal Corporation (Allied), was liable for Villegas's negligence. The Divisions investigation revealed that the restaurant had a pattern or practice of requesting immigration documents from non-citizens to confirm citizenship status information the workers provided in Section 1 of the Form I-9, while not making similar requests to U.S. citizens. Chancery Staffing is the successor to TransPerfect Staffing Solutions LLC and continues to do business as both TransPerfect Staffing Solutions and TransPerfect Legal Solutions. 1324b(a)(6). 1324b(a)(6). The State Farm universal life insurance deduction class action lawsuit claimed that the company used prohibited factors to calculate the cost of the universal life insurance products, leading to overpayment by policyholders. Under the agreement, Paramount Staffing will pay $21,100 in civil penalties to the United States, be subject to a monitoring period of eighteen months, and designated company staff will receive training by the Office of Special Counsel to learn about employers' responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). Maged Hakeem Action The Motion to Stay seeks to stay this action pending the outcome of settlement proceedings in the consolidated lawsuit Maged Hakeem, et al. The agreement requires CFAI to pay $321,000 in civil penalties to the United States, train its employees on the requirements of 8 U.S.C. Hilton Worldwide, Inc. (Unfair Documentary Practices) March 2015. Perspective Talent, LLC (Citizenship Status) November 2019. On November 10, 2020, the Division signed a settlement agreement with Fleetlogix, Inc. (Fleetlogix) resolving claims that the company routinely asked the non-U.S. citizens it hired in Phoenix to provide documents issued by the Department of Homeland Security, such as I-94s with refugee/asylee annotations, or Permanent Resident Cards, to prove their employment eligibility. 1324b(a)(6) and (a)(1). 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. E-Verify is an Internet-based electronic verification system used by employers and administered by USCIS that confirms an individual's employment eligibility. Pursuant to that statute, a person is indigent if their income is equal to or below 200% of the federal poverty guidelines. The company then employed only H-2A workers to do the higher-paying harvesting jobs. On October 11, 2017, the Division reached a settlement agreement with InMotion Software, LLC, a Texas-based software development recruiter, resolving an investigation into whether the company retaliated against a work-authorized individual because a worker asserted her rights under 8 U.S.C. The individual, who was employment-authorized as an applicant for permanent residence, was unable to work following the rejection of her EAD. Section 1324b(a)(6) by: (1) engaging in a pattern or practice of incorrectly reverifying non-U.S. citizens who presented a Social Security card at initial hire, based on their citizenship or immigration status; and (2) requiring at least seven permanently work-authorized non-U.S. citizens to produce specific documents for reverification purposes based on their citizenship or immigration status, but did not make similar requests to U.S. citizens. Under the terms of the agreement with Travel Management Company, the company will pay $22,000 in civil penalties to the United States. In addition to publicizing the unlawful restrictions in the advertisements, the platforms excluded students who did not meet the criteria from equal consideration by preventing them from applying for certain positions and engaging with employers in other ways. The lawsuit alleges that Allied Universal forced Security Agents, Operations Assistants and Supervisors to work "off-the-clock" before their scheduled shifts, during meal breaks, following the completion of their scheduled hours and while traveling between posts on JFK property, among other allegations. Autobuses Ejecutivos, LLC d/b/a Omnibus Express (Citizenship Status) August 2013. 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. The attorneys discussed the employers responsibilities and obligations under the anti-discrimination provision of the INA. The case was litigated heavily before the parties agreed to settle the claims for $37.5 million. Under the settlement agreement, the companies will, among other things, pay a $56,500 civil penalty to the United States for the citizenship status discrimination, establish a $55,000 back pay fund for affected workers, train their staff on the requirements of 8 U.S.C. On April 6, 2017, the Division signed a settlement agreement with Respondent resolving an investigation into the Respondents employment eligibility practices. (DJ# 197-39-150), Microsoft Corporation (Citizenship Status) December 2021. The Divisions investigations concluded that: (1) when using a commercial Form I-9/E-Verify software, Adecco had a pattern or practice of incorrectly reverifying non-U.S. citizens, even those that had previously provided unrestricted Social Security cards, which do not require re-verification; and (2) one of the companys Gardena, California employees: (A) had a pattern or practice of unfair documentary practices against non-U.S. citizen employees, including the Charging Party, and (B) discriminated against the Charging Party in hiring based on his citizenship status when Respondent refused to onboard him. On January 15, 2016, the Division signed a settlement agreement with Rio Grande Pak Foods, Ltd, a poultry processor, resolving two charges alleging that the company committed unfair documentary practices. 1324b(a)(6). Milestone Management Company (Unfair Documentary Practices) April 2013. 10:56 AM. On June 28, 2017, IER reached a settlement agreement with Panda Restaurant Group, Inc. (Panda Express) resolving allegations of unfair documentary practices. On June 27, 2022, IER signed settlement agreements with 16 employers that posted job advertisements with unlawful citizenship status restrictions: Akuna Capital; American Express Company; Area-I Inc.; Blackbaud; CapTech; Clarkston-Potomac Group; Clay Electric Cooperative, Inc.; CONMED; Edward Jones Investments; Keyot LLC; KNAPP Inc.; KPMG LLP; SimpleNexus, LLC, f/k/a L Brewer and Associates, LLC, d/b/a LBA Ware; The Royster Group, Inc.; Sealed Air Corporation; and Toast, Inc. Atwork Cumberland Staffing (Citizenship Status) September 2016. Sernak agreed to pay $30,000 in back pay to the eight injured parties, who are U.S. citizens residing in Puerto Rico. 1324b(a)(6). On December 13, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with S.W.J.J., Inc., or Sernak Farms ("Sernak"), based in, to settle allegations that Sernak engaged in citizenship status discrimination by preferring to hire temporary visa holders over U.S. citizen applicants and adversely treating its U.S. citizen employees. On November 29, 2021, IER signed a settlement agreement with Gap, Inc. (Gap), resolving claims that the company discriminated against certain non-U.S. citizens (including lawful permanent residents, refugees and asylees) and naturalized U.S. citizens because of their current or prior immigration status, in violation of 8 U.S.C. Under the settlement agreement, the companies will pay a civil penalty to the United States, pay the Charging Party back pay plus interest, and train relevant employees on anti-discrimination obligations. Crookham Company (Unfair Documentary Practices) June 2016. The company will also work with the department to identify and pay back pay to additional potential victims that suffered economic harm as a result of the practice. On June 27, 2011, the Department of Justice issued a press release announcing it filed a complaint against Farmland Foods, Inc. alleging the company required newly-hired non-U.S. citizen employees to present specific, and sometimes extra, work authorization documents than required by law. J.E.T. In addition to paying civil penalties in the amount of $23,260.00 and back pay to the Charging Party in the amount of $10,072.23, the John Jay College has agreed to train its human resources personnel on their responsibilities under the anti-discrimination provision of the INA, implement a policy prohibiting discrimination on the basis of citizenship status and national origin, and be post an equal opportunity statement on its website for a period of three years. The authorities seek restitution for students and federal sanctions, as well as a preliminary injunction that bars Ashford from "potential comparable operations." On October 5, 2020, the Division signed a settlement agreement with WinCraft, Inc. resolving claims that WinCraft routinely required lawful permanent residents to provide their Permanent Resident Cards (sometimes known as green cards) to prove their work authorization at both the initial hire and re-verification stages, both in violation of the Immigration and Nationality Acts anti-discrimination provisions, 8 U.S.C. Professional Maintenance Management (Unfair Documentary Practices) October 2022. 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. 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