$415,000 in Racial Harassment Case Against Credit Card Processing Company

Thursday, September 17, 2009
NPMG Acquisition Sub, LLC, a Phoenix credit card processing company, will pay $415,000 and furnish significant remedial relief to settle a race harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The EEOC had charged that NPMG subjected a group of African American workers to racial slurs and epithets.

In its lawsuit (EEOC v. NPMG, Acquisition Sub, LLC., CV 08-01790-PHX-SRB), the EEOC charged that two supervisors at NPMG created and perpetuated a racially hostile work environment against black employees. The racially hostile workplace allegedly included severe verbal abuse consisting of numerous racial slurs and epithets. The EEOC’s suit was filed on behalf of three African American discrimination victims and a class of nine similarly aggrieved employees.

“It was unbelievable, the things they said,” said Michael Buckner, one of the discrimination victims. "My supervisors often referred to my fellow African-American employees and me as ‘n-----rs’ and ‘porch monkeys’ and forced us to play so-called ‘Civil War games’ where employees were divided into North and South. They also referred to black children or mixed-race children as ‘porch monkeys’ or ‘Oreo babies.’ On several occasions, I was told to turn off my ‘jigaboo music.’”

Such alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit after first attempting to reach a pre-litigation settlement.

“For those who may assume racism in the workplace no longer exists, this case and many others like it nationwide tell a far different story,” said EEOC Acting Chairman Stuart J. Ishimaru. “Unfortunately, race discrimination and harassment are anything but past history in too many contemporary workplaces – more than four decades after passage of Title VII of the landmark Civil Rights Act.”

In addition to the monetary relief, the consent decree provides for extensive remedial relief, including a written apology to the victims on company letterhead; anti-discrimination training; written anti-discrimination policies; discipline of discriminatory conduct and the posting of notices.

Login to read more.


Username: *

Password: *
Accept terms *
Login failed.
copyright 2000 - 2023 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