Last Memorial Day I wrote about Wal Mart’s pledge to hire 100,000 returning veterans by 2018–a fitting tribute to those men and women who have put their lives in harm’s way to protect all o
Fast forward to today, Memorial Day 2016, and we learn that the retailer has upped the ante: It has announced that it offer to any honorably discharged veteran a job within his or her first 12 months off from active duty.
“Every veteran may not want a job in retail, but if they do, they have a place at Walmart,” said Walmart CEO and President Bill Simon.
Veterans looking for work through this opportunity should go to www.WalmartCareersWithAMission.com.
Employees in gun shops are entitled to safe working conditions just like the rest of us.
So when federal and state investigators concluded that a gun shop in Cuyahoga Falls, Ohio, was exposing its workers to unsafe lead levels, the Occupational Safety and Health Administration sprung into action to assess fines.
OSHA announced last week that it had placed Pro Armament Company LLC in its Severe Violator Enforcement Program after the company failed to correct serious violations identified in a November 2014 inspection. The agency issued two failure to abate and six serious safety and health violations to the company, which faces total proposed penalties of $194,400.
OSHA’s November 2015 follow-up inspection found that Pro Armament:
- Overexposed workers to lead.
- Did not monitor workers’ exposure to lead.
- Failed to train workers on respiratory and lead hazards.
- Failed to provide protective clothing such as shoe covers.
- Did not provide clean changing rooms or require employees to shower at the end of a work shift to prevent lead contamination.
- Lacked housekeeping procedures to remove lead from surfaces such as cash registers and tables.
Another employer has learned the hard way that refusing to accommodate a pregnant worker will hit it in the pocket book.
The employer in the EEOC’s crosshairs this time is First Call Ambulance Service, LLC, a Nashville-based company that provides non-emergency medical transport and ambulance services throughout Tennessee, Ohio and Virginia.
The EEOC charged in a Title VII lawsuit against the company that after a female technician informed First Call of her pregnancy and presented a doctor’s note that restricted her from lifting patients greater than 200 pounds without assistance, the company refused to accommodate her. First Call removed the employee from the work schedule, told her she could not work because of her pregnancy and forced her to take unpaid leave.
At the same time, First Call allowed non-pregnant employees to use a power cot to lift patients. EEOC charged that the company maintained an unlawful policy of refusing to accommodate female employees with lifting restrictions due to pregnancy, while providing comparable accommodations to non-pregnant employees.
EEOC said First Call agreed to pay $55,000 to settle the lawsuit.
Here’s the EEOC’s announcement of the settlement.
The City of Lubbock, Texas, decided it was better to settle rather than fight a U.S. Department of Justice lawsuit over its hiring practices for probationary officer jobs in the city’s police department.
According to the lawsuit, the city engaged in a “pattern or practice” of employment discrimination against Hispanic and female applicants for those jobs.
Under the settlement, eligible Hispanic and female applicants who were denied employment after taking allegedly discriminatory employment tests will each receive $725,000.
Lubbock also agreed to develop a new written test and a new physical fitness test for selecting probationary police officers and provide hiring relief with retroactive seniority to 11 qualified Hispanic applicants and 13 qualified female applicants who were disqualified by the challenged employment tests.
Read more about the settlement announced today.
The U.S. Department of Labor has a squawk with poultry giant Pilgrim’s Pride Corp. over its hiring practices under contracts it has with the U.S. Department of Agriculture and other federal agencies.
The company has systematically discriminated against female, African American and white jobseekers at its Mount Pleasant, Texas, processing facility, according to a complaint filed by DOL’s Office of Federal Contract Compliance Programs with the Office of Administrative Law Judges.
In its compliance review, OFCCP found that – from July 2005 to July 2007 – Pilgrim’s Pride discriminated against African American and white applicants for semi-skilled jobs, and against female and white applicants for unskilled jobs at the processing facility.
In addition to its findings regarding hiring discrimination, OFCCP also found that the Mount Pleasant facility did not:
- Keep and preserve required personnel and employment records.
- Properly conduct required analyses of whether its employment practices had an adverse impact on women or minority groups.
- Show that the lifting requirements established for various positions were job-related and consistent with business necessity.
The company holds more than $75 million in federal contracts with the agriculture department and the other agencies.
Here’s today’s DOL announcement of the complaint.
Take a lesson from this case: Firing an employee because he/she is HIV-positive is a sure ticket to having to pay big bucks in either a settlement or a lawsuit.
Zoo Printing, confronted with allegations that it fired two HIV-positive employees, has chosen to take the settlement route.
The Equal Employment Opportunity Commission announced on May 19 that the Louisville, Ky. based company has agreed to pay $110,000 for alleged ADA violations against to employees whom it alleged fired because they were HIV-positive. The employees had worked at the company’s Louisville, Ky. facility.
EEOC further alleged that one of the employees, a former human resources assistant, was fired in retaliation for opposing the company’s refusal to hire female or applicants with disabilities and the discriminatory termination of an employee with a disability.
Here’s the EEOC’s announcement of the settlement.
The U.S. Labor Department is partnering with the Association of University Centers on Disabilities to make workplaces more accepting of persons with disabilities.
The announcement on Wednesday by the Office of Disability Employment Policy teams the federal government with the AUCD, described as a nonprofit membership organization that brings together university-based interdisciplinary programs and community resources to achieve meaningful change for people with disabilities in all aspects of society, including the workplace.
ODEP started the alliance initiative in 2006. Since then, the agency has engaged organizations to collaborate in developing and implementing model policies and initiatives that increase the recruitment, hiring, retention and career advancement of employees with disabilities. The new alliance will provide AUCD members with information, technical assistance and access to ODEP resources that will help them create workplaces that fully use the talents of employees with disabilities.
In addition to AUCD, ODEP has alliances with the Society for Human Resource Management, U.S. Business Leadership Network, Higher Education Recruitment Consortium, Professional Baseball Athletic Trainers Society and Families and Work Institute.