LAWSUITS NEWS & LEGAL INFORMATION
African American Discrimination
New York, NY: (Mar-20-08) The US Equal Employment Opportunity Commission brought charges against Washington Group International, Inc. (WGI), alleging that the company racially discriminated against African American workers, and retaliated against them for complaining about it. The suit, brought on behalf of African American workers, stated that they faced racial harassment, while on the job. The EEOC accused WGI of creating a racially hostile work environment for black employees and failing to take remedial action to curb the discriminatory conduct at the Sithe Mystic Power Plant construction project in Everett, MA. The plant was managed by the company from approximately December 2001 through June 2003. An EEOC report stated that WGI not only subjected black employees to racial graffiti and other forms of harassment, but also retaliated against them for complaining.
As part of a settlement reached, commission officials stated that the company agreed to a $1.5 million payout to resolve allegations. Under the deal, WGI will pay $1.3 million to be shared among six African American former employees, and $200,000 will be distributed among eleven similarly situated individuals identified during the litigation. Additionally, the settlement ordered WGI to conduct anti-discrimination training and implement an anti-graffiti policy and revise its equal employment opportunity policies and procedures. [TRADING MARKETS: WASHINGTON GROUP INTERNATIONAL TO PAY $1.5 MILLION TO BLACK WORKERS WHO WERE RACIALLY HARASSED]
Published on Mar-24-08
As part of a settlement reached, commission officials stated that the company agreed to a $1.5 million payout to resolve allegations. Under the deal, WGI will pay $1.3 million to be shared among six African American former employees, and $200,000 will be distributed among eleven similarly situated individuals identified during the litigation. Additionally, the settlement ordered WGI to conduct anti-discrimination training and implement an anti-graffiti policy and revise its equal employment opportunity policies and procedures. [
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