SHATTERING COMPANY’S DISCRIMINATORY EMPLOYMENT PRACTICES
In late February of this year, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it had settled sex-based discrimination litigation which had been brought against Safelite AutoGlass, an Ohio-based business, for $45,000.
Apparently, according to the EEOC, the company declined to hire a woman who was qualified for a “repair technician" position, which required lifting and moving of heavy furniture, and was told that she should consider a “lower-paying position” that didn’t necessitate as much lifting. Within a week of her interview, the company ended up selecting two male applicants, who were supposedly "not better qualified."
Since such conduct violated Title VII of the Civil Rights Act of 1964, the EEOC filed its lawsuit (EEOC v. Safelite Fulfillment, Inc. d/b/a Safelite AutoGlass, Civil Action No. 1:22-cv-00887-LY, in U.S. District Court for the Western District of Texas, Austin Division, and in addition to monetary damages, the agency secured a consent order wherein the company agreed to modify its employment policies and practices, and will conduct mandatory sex-discrimination training.
In a written statement, Robert A. Canino, regional attorney for the EEOC’s Dallas District, noted, “Employers can benefit by ensuring their hiring processes give women the opportunity to apply and fairly compete for positions that may have historically been thought of as ‘a man’s job’ …. Premature assumptions made at the front door can unfortunately limit the overall pool of talent available when staffing up.”
“Safelite repair, Safelite replace” … its employment practices.
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