The U.S. Equal Employment Opportunity Commission (EEOC) filed a retaliation lawsuit against a manufacturer based in Chino, alleging unlawful action against two employees. According to reports, the manufacturing company agreed to pay $92,500 to settle the retaliation claim. The EEOC prohibits discrimination and will take action against liable employers in the event of a violation. In this case, the EEOC decided to file a lawsuit after it had specific and sufficient evidence of unlawful retaliation. The lawsuit involves two manufacturing employees who were terminated after they reported illegal discrimination in the company.
Retaliation is any adverse employment consequences, including demotion or termination, for reporting employer misconduct. An employee could suffer from retaliation for reporting sexual harassment or discrimination, filing a workers’ compensation claim, or requesting “reasonable accommodation” under disability law. Any adverse action taken for reporting misconduct could be considered retaliation. Our Orange County racial discrimination attorneys are dedicated to protecting the rights of employees and in taking legal action against unlawful companies and employers. We will take the time to review your case, identify your options, and advocate on your behalf through negotiation and settlement, or trial and verdict.
According to the EEOC, Bertolini Corporation is a stackable chair manufacturer based in Chino. The company took retaliatory measures by firing a maintenance mechanic and a human resources assistant after they reported illegal misconduct in the workplace. According to the EEOC complaint, the California based company fired both employees for complaining about unlawful discrimination. Retaliatory action for reporting discrimination and misconduct is a violation of the Civil Rights Act. The EEOC filed a lawsuit in the U.S. District Court in Tennessee after an attempt to reach a settlement through the conciliation process.
The settlement agreement requires that the company pay $92,500 in monetary relief. The settlement also prevents the company from retaliating against any employee in the future and it requires the company to provide training regarding retaliation of employees. The company is also bound by the one-year consent decree to maintain all records of complaints and provide them to the EEOC. In addition to monetary penalties, the settlement aims to prevent future discrimination and retaliation.
No employee should suffer from retaliation or adverse consequences, including termination, for reporting employer misconduct. The EEOC is the agency charged for investigating allegations of retaliation and in taking action against employers. A representative from the EEOC stated that the agency will continue to act forcefully to prevent retaliation. This case serves as a reminder to companies that individuals are protected under the law when voicing their grievances.
Under federal law, employees have the right to voice their complaints and grievances, especially if an employer is in violation of the law. Employers can be held liable for acts of retaliation. Individuals in California have the right to take action against employers in the event of discriminatory practices. If you have suffered any form of retaliation in the workplace, you should consult with an experienced advocate as soon as possible to review your case.
Costa Mesa employment lawsuits can be filed with the help of the Nassiri Law Group. Call 714-937-2020.
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