In January 2020, Jacksonville Plumbers and Pipefitters Joint Apprenticeship and Training Trust (JPPJATT), which sponsors an apprenticeship program that trains participants to work in the plumbing and pipefitting industries in Northern Florida, revised its selection process, paid $207,500 and provided other significant equitable relief to settle EEOC’s class race discrimination lawsuit which sought relief for applicants who allegedly were denied apprenticeship positions because they were Black.d/b/a B&P Enterprises, and Desoto Marine,LLC, Civil Action No. The decree also mandates training of employees and the reporting of any future complaints of race harassment to the EEOC. Under the two-year consent decree, the businesses will revise their anti-racial harassment policies create an 800-hotline number for employees to report complaints about discrimination, harassment and retaliation and conduct exit interviews of employees who leave the company. According to the EEOC's lawsuit, Prewett and Desoto supervisors and managers subjected African American employees to daily harassment and humiliation because of their race by calling them racially offensive and derogatory names and assigned Black employees the more dangerous job duties. In March 2020, Prewett Enterprises, Inc., doing business as B&P Enterprises, and Desoto Marine, LLC, rail services and disaster response companies, paid $250,000 and furnished other relief to settle a race harassment case brought by the EEOC.The EEOC further claims the owner of Porous Materials did nothing to put a stop to the harassment. The extreme bullying and harassment allegedly included a manager using racial slurs toward his employees, calling foreign workers “terrorists,” telling immigrants to leave America, and making unwanted sexual advances toward female employees. In March 2020, Porous Materials, a manufacturer in Ithaca, NY, must pay $93,000 in monetary relief and report any future harassment allegations directly to the EEOC to settle claims that it engaged in pervasive harassment based on race, sex and national origin, according to a recent EEOC lawsuit.Intersectional Discrimination/HarassmentĮ-RACE AND OTHER EEOC INITIATIVES Systemic.

These cases illustrate some of the common, novel, systemic and emerging issues in the realm of race and color discrimination. Below is an inexhaustive list of significant EEOC private or federal sector cases from 2003 to present. Under the E-RACE Initiative, the Commission continues to be focused on the eradication of race and color discrimination from the 21st century workplace and is seeking to retool its enforcement efforts to address contemporary forms of overt, subtle and implicit bias. In enforcing Title VII's prohibition of race and color discrimination, the EEOC has filed, resolved, and adjudicated a number of cases since 1964.

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