A legal action filed by the Office of Federal Contract Compliance Programs alleged that a major national bank engaged in discrimination in its hiring practices. To secure federal contracts, companies must not discriminate against employees or applicants. This may include discrimination based on gender, religion, race, color, sexual orientation or national origin.
Approximately 35,000 African American candidates submitted an application to the bank in response to advertised open positions. None of them succeeded in landing a job. As reported by the U.S. Department of Labor, the bank agreed to settle the job applicants’ discrimination claim by paying them nearly $8 million worth of back wages including interest.
Accepting a job offer from an employer after a discrimination claim
As part of its conciliation agreement, the bank offered jobs to 580 of the affected applicants. Employees who remain or sign on with a company after filing a discrimination claim have legal protection against retaliation. If, for example, a manager or coworker creates or allows a hostile work environment, the affected individual may file another claim against the company.
Recognizing the signs of workplace retaliation after voicing a complaint
Texas statutes and federal labor laws also protect employees from retaliatory actions after they have complained about discrimination. According to the U.S. Equal Employment Opportunity Commission, signs of retaliatory action may include verbal or physical abuse or reassignment to a less desirable position.
Making unreasonable demands or unjustly reprimanding an employee for his or her work performance may also reflect retaliatory actions. Employers may not demote or terminate workers as a response to their voicing an awareness of workplace discrimination.
