United Airlines has reached a settlement with the U.S. Equal Employment Opportunity Commission (EEOC) following allegations of workplace racial harassment.
The airline will pay $99,000 and provide other relief to settle a federal lawsuit for a hostile work environment based on race and national origin.
The case centered on the treatment of an Asian American employee of Mongolian descent, highlighting ongoing concerns about workplace discrimination.
Workplace Harassment & Employer Inaction
The EEOC’s lawsuit revealed that the employee faced serious workplace harassment. This included being targeted with racial slurs and physical assault.
United Airlines allegedly failed to promptly investigate the employee’s complaints about these incidents, even though they involved reports of violence. The delayed response to such serious allegations became a central issue in the case, demonstrating the critical importance of timely investigation procedures.
The timing of these events coincided with the COVID-19 pandemic’s peak, a period marked by increased discrimination against Asian Americans. During this challenging time, Asian Americans faced heightened public hostility due to misconceptions linking them to the virus’s spread.
This case highlighted how such societal prejudices manifested in workplace environments, creating additional challenges for Asian American employees who were already navigating difficult circumstances.
The alleged behavior violated Title VII of the Civil Rights Act of 1964, which safeguards workers from discrimination and harassment based on race, color, religion, sex, and national origin.
After unsuccessful attempts at pre-litigation settlement through voluntary conciliation, the EEOC filed suit in Colorado‘s U.S. District Court, demonstrating their commitment to enforcing workplace protection laws.
Terms of Settlement
The settlement terms extend beyond the monetary compensation of $99,000. United Airlines must provide the former employee with 75,000 flight miles and implement significant policy changes.
The three-year consent decree requires the company to enhance its workplace policies, including comprehensive reviews of their EEO practices.
Most significantly, United must now begin investigating physical violence complaints within 72 hours, establishing a clear timeline for response to serious incidents.
Mary Jo O’Neill, EEOC Phoenix District Office Regional Attorney, emphasized the importance of swift action in harassment cases. “Prompt and effective action is essential when addressing hostile work environment complaints, particularly those involving physical violence,” she stated.
O’Neill also highlighted the EEOC’s updated Enforcement Guidance on Workplace Harassment as a crucial resource for employers seeking to improve their harassment prevention and response protocols.
EEOC Phoenix District Director Melinda Caraballo reinforced the broader implications of workplace equality. “Discrimination based on national origin or race has no place in American workplaces,” she declared. “The EEOC remains committed to ensuring equal opportunities for all employees, regardless of their background.
When all employees can reach their full potential without facing discrimination, both employers and the American economy thrive.”
The United Airlines racial harassment settlement serves as a reminder to employers nationwide about their obligations to maintain safe, inclusive workplaces and respond promptly to discrimination complaints.
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