Baird Tree Company Agrees to Settle EEOC Race Discrimination Lawsuit
Baird Tree Company, Inc., a tree-trimming service company based in Jacksboro, Tenn., and operating in eastern and middle Tennessee, has agreed to settle a national origin discrimination lawsuit filed by the EEOC on behalf of 19 Hispanic former employees.
According to an EEOC suit filed on behalf of 19 Hispanic employees, Baird Tree Company, Inc., a tree-trimming service based and operating in Tennessee, has violated federal law by maintaining a policy and practice of failing to pay Hispanic employees overtime pay while at the same time paying non-Hispanic American workers such wage premiums. The suit also charges that the company further violated the law when it threatened to fire employees for complaining about the discrimination.
Such alleged national origin discrimination violates Title VII of the Civil Rights Act of 1964.
Baird Tree has agreed to pay $19,000 in compensation for the damages caused by the discrimination. Back pay damages for the lost overtime wages had previously been settled by the company.
And in addition to the compensatory damages, the ruling prevents Baird Tree from engaging in future unlawful national origin discrimination and retaliation against any employee and also requires the company to provide training on wage discrimination for its senior management officials. The company must now regularly submit copies of its overtime payroll records to the EEOC. And lastly, Baird Tree agreed to EEOC inspection and copying of records regarding any employee complaints related to national origin, wage discrimination or retaliation during the term of the ruling.
EEOC is Committed to Eradicating National Origin and Wage Discrimination
“The EEOC is committed to eradicating national origin and wage discrimination and protecting vulnerable workers who courageously oppose such unlawful practices,” said Faye A. Williams, regional attorney for the EEOC. “This consent decree ensures that Hispanic employees will receive the same pay for overtime work as all other employees.”
The EEOC’s Strategic Enforcement Plan (SEP) has established six national priorities, one of them being the elimination of discriminatory policies that affect vulnerable workers who might be unaware of or reluctant to exercise their equal employment rights. These policies include disparate pay, job segregation, harassment and human trafficking.
Peter K. Levine
A Professional Law Corporation