Repeated Racial Slurs, Remarks About Slavery, Other Offensive Behavior Launches EEOC Lawsuit

Chicago, IL (Law Firm Newswire) January 18, 2016 – Offensive racial comments and conduct directed at an African-American worker at the Bloomington-Normal Marriott Hotel and Conference Center resulted in a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit was filed after attempts to reach a settlement first.

Before the EEOC moves to file a discrimination lawsuit, they first conduct an investigation. In this case, the initial investigation found that an African-American worker bore the brunt of continuous offensive behavior, repeated remarks making reference to slavery and unceasing racial slurs. One particularly disturbing remark made reference to the employee’s contribution to the nation for picking cotton.

The lawsuit was filed recently in U.S. District Court in Peoria, and the statement of claim alleges hotel management was aware of the racial harassment that began in 2012, but did nothing to put a stop to it.

According to the EEOC’s Chicago district director, Julianne Bowman, hotel management would not make any comments and instead referred the matter to corporate headquarters. Corporate headquarters did issue a statement insisting they had proven protocols to make certain EEOC employment practices and policies were followed.

“If the allegations are proven true,” said Timothy Coffey, a respected Chicago employment attorney, “such harassment would be a violation of Title VII of the Civil Rights Act (1964). Title VII bans workplace racial discrimination.” Additionally, if the employer is proven to have ignored the issue, they will be held accountable for not living up to the rule and responsibility of the law.

Accountability may be requested in the form of compensation for humiliation, emotional pain and inconvenience, fines and rectification of the problem. Correcting the problem may include training for management and staff to educate them of the letter of the law as it related to racial discrimination and harassment in the workplace.

“If you find yourself in this kind of a situation at work, make it a point to discuss your circumstances with a competent employment attorney. You do have legal rights and you need to know what those are and how to move forward with filing a lawsuit, should you choose to sue an employer,” said Coffey.

Learn more at http://www.employmentlawcounsel.com/

THE COFFEY LAW OFFICE, P.C.
351 W. Hubbard Street, Suite 602
Chicago, IL 60654
Call: 312.627.9700

• Leave Under the Americans with Disabilities Act Is Not a Free Pass to Not Work
  Lawsuits can go either way in court, as this plaintiff discovered when she lost her case. “While there are many reasons to file a lawsuit under the Americans with Disabilities Act (ADA), those reasons must be valid when tested by the courts. If they are not, the plaintiff may lose his case. This is what […]
• There is a Proper Way to Issue Severance for Reduction in Force Situations, Says Chicago Employment Lawyer
  There is a right way and a wrong way to issue severances. Employers need to follow a strict protocol or run afoul of the law. “To avoid a charge of ageism, or age discrimination, there are rules a company needs to follow if their reorganization or consolidation process ends up affecting older workers. An older […]
• Chicago Employment Lawyer Asserts Americans with Disabilities Act Does Not Exempt Employees from Work
  Employers need to set clear expectations for employees in order to avoid ADA lawsuits “While there are many reasons to file a lawsuit under the Americans with Disabilities Act (ADA), those reasons must be valid when tested by the courts,” according to Timothy Coffey, a Chicago employment lawyer and principal attorney for The Coffey Law […]