In addition to requiring the four employers to pay civil penalties totaling $832,944, and each must undergo training and change its recruiting practices to avoid future discriminatory postings. On June 21, 2010, the Division signed an agreement with Mortons Restaurant and the Charging Party resolving claims of citizenship status discrimination in the employment eligibility verification process based on an alleged pattern or practice of requesting specific documents from non-U.S. citizens, but not U.S. citizens, to complete the Form I-9. The documentary demand that the Charging Party present a document he could not legally obtain resulted in the end of the Charging Partys employment. On March 13, 2017, the Division signed a settlement agreement with the Respondents resolving an investigation into the companies employment eligibility verification practices. Under the terms of the settlement, Mortons agreed to provide back pay in the amounts of $2,880 and $5,715.62 to two employees, pay a $2,200 civil penalty to the U.S. Treasury, and train Mortons Portland employees on federal protections for workers against citizenship status and national origin discrimination. Microsoft will pay civil penalties to the United States and train its employees who are responsible for verifying and reverifying workers permission to work in the United States. The settlement requires Lady M to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. WebThere are three main terms that are used to describe retaliation. Mar-Jac Poultry, Inc. (Citizenship Status, Unfair Documentary Practices) July 2011. If the EEOC picks up the case or the worker takes the employer to court, the question comes down to "damages": the financial compensation for the losses the employee has suffered owing to the retaliatory behavior from the employer. The investigation also determined that ESGW required other non-U.S. citizens to present unnecessary immigration documents to prove their authorization to work in the United States, in violation of the Immigration and Nationality Act (INA)s anti-discrimination provision.

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