$540,000 Settlement in Discrimination Case Against Alcoa Mill Products, Training Ordered

 
Wednesday, August 3, 2011
 

Question:  Would employment discrimination training have prevented this case?  See our trainings at http://www.hrclassroom.com.

 Alcoa Mill Products Inc. will pay $484,656.19 in back wages to 37 Hispanics and African-Americans as well as $35,516.88 to two women who all were rejected for job positions at the company's plant in Lancaster, Pa. The settlement resolves a finding by the U.S. Department of Labor that the company discriminated against Hispanic, African-American and female applicants for material handler positions. Alcoa Mill Products is part of Alcoa Inc., the world's leading producer of aluminum.

The department's Office of Federal Contract Compliance Programs conducted a scheduled compliance review of the Lancaster manufacturing facility from 2009 to 2010, and determined that the company had violated Executive Order 11246 by failing to meet its obligations as a federal contractor to ensure that qualified job applicants receive equal consideration for employment without regard to their sex, race, color, religion or national origin. Alcoa holds contracts with the U.S. Army in excess of $50 million.

"No worker should be denied a job because of factors that have absolutely nothing to do with his or her ability to accomplish the work," said OFCCP Director Patricia Shiu. "I am glad we reached a fair settlement with Alcoa Mill Products, one that not only provides financial remedies for the affected victims, but also creates opportunities for good jobs."

Under a conciliation agreement with OFCCP, Alcoa Mill Products has agreed to pay the back wages and extend job offers to nine of the identified class members as positions become available. Additionally, the company agreed to spend at least $20,000 on equal employment opportunity, anti-harassment and sensitivity training for its workforce, including all managers and human resources personnel involved in hiring. Finally, the company agreed to revise its selection process for material handlers.

In addition to Executive Order 11246, OFCCP's legal authority exists under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. As amended, these three laws hold those who do business with the federal government, both contractors and subcontractors, to the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran.


Login to read more.
 

HR CARE®
MEMBER LOGIN

Username: *

Password: *
Accept terms *
Login failed.
 
copyright 2000 - 2021 Curtis Communications, Inc. All rights reserved. | Access to the HR Care publications is subject to certain terms and conditions.
Learn about our online compliance training at www.hrclassroom.com