The EEOC alleged that Hi Care employed racial coding to identify clients who preferred Caucasian caregivers as “circle dots,” and catered to the racial preferences of its clients at its Arnold and Ellicott City, Md., offices.

Title VII of the Civil Rights Act of 1964 makes it illegal for employers to make decisions about job assignments based on an employee’s race. The EEOC filed suit after first attempting to reach a voluntary settlement.

In addition to the monetary settlement, Hi Care is enjoined from any further practice which permits its customers or clients to dictate the assignment of caregivers based on the customer’s racial preference. Additionally, Hi Care agrees to monitoring by the EEOC; to annually train all current and newly hired recruiters and human resources personnel; implement a policy prohibiting race-based assignments; and post notices affirming the company’s commitment to maintaining an environment free of race discrimination.

Why do you think so many of these cases are settled with a requirement that the company train all its employees on a regular basis?  Do you think it would help avoid these cases?  As wise old Ben Franklin would say: "An ounce of prevention is worth a pound of cure."  It actually was firefighting advice, but it works here as well!