The Reserve Casino Hotel pays $250,000 to settle an age and sex discrimination lawsuit. The discrimination lawsuit was filed by the Equal Employment Opportunity Commission (“EEOC“), after settlement talks initially broke down The problem started when the Hotel decided to hire younger workers with lower qualifications. Additionally the hotel hired male employers who were not as qualified as female applicants. The hotel refused to hire four older women applicants in the positions of slot attendant and cocktail server. Out of the 14 applicants for the slot attendant position, only the three oldest female applicants were not hired. Many times in cases like this, statistics can be utilized to show a disparity in the hiring of older or younger workers. This case is a blatant example of a company engaging in discriminatory conduct. Look at how much money this cost the company, not to mention the bad publicity.
In a troubling piece of evidence it seems the casino managers took photos of employees on the casino floor. Can you imagine how creepy that is? To have people taking pictures of employees so they can sort employees based on age and looks. The photos were later used to screen out older, less attractive employees–wow! Talk about humiliating conduct. I can’t believe a company in this day and age would engage in this type of behavior. This has to be one of the worse examples I have seen recently. This type of activity is not only troubling but illegal under federal law. The Age Discrimination in Employment Act (“ADEA”) protects individuals who are 40 years of age or older from employment discrimination based on age. And Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on sex which is referred to as gender discrimination.
In addition paying monetary damages to the four women, the consent decree settling the suit requires hotel to conduct semi-annual anti-discrimination training for its employees, managers, supervisors and human resources employees. The hotel will also revise and distribute its anti-discrimination policies and report to EEOC if there are any complaints of age or gender discrimination. The court approved the settlement and will retain jurisdiction for purposes of compliance for three and one-half years. You can see how serious this is and what can happen when companies refuse to follow the discrimination laws.