THEY'LL APPEAL

IF THE OTHER SIDE ISN'T LOCAL.

7-Eleven settles discrimination lawsuit

Pacific Business News (Honolulu)

Convenience store chain 7-Eleven Hawaii has settled a 2007 federal disability discrimination lawsuit for $10,000 without admitting any wrongdoing.

In September 2007, the Equal Employment Opportunity Commission sued 7-Eleven, claiming the company violated the American with Disabilities Act when it discriminated against Robert Galam, a Hawaii employee, by disclosing his medical information to another employer, which then rescinded a job offer to him, and thus violated the Americans with Disabilities Act, the federal government said.

A federal court judge in Honolulu ruled in 7-Eleven's favor after which the EEOC appealed to the U.S. 9th Circuit Court of Appeals in August 2008.

 

NOT IF KMART WAS LOCAL

 

                                                                                                    BIG NAMES, BIG BUCKS

---

 

IF I WERE KMART, I'D SUE THE EEOC FOR DISCRIMINATION.

PRESS RELEASE
7-1-09

EEOC SUES KMART FOR AGE HARASSMENT, RETALIATION

Honolulu Store Forced 73-Year-Old Pharmacist Out of Job, Federal Agency Charges

GOOD THING HE DIDN'T WORK FOR TITLE GUARANTY....IT WOULDN'T HAVE FLOWN.

I made a complaint to the EEOC, Jan. 2004, and the Hawaii Civil Rights Commission, Apr. 2004, both of which were dismissed without an investigation, each agency sat back and waited for the submission of the company's response. Incidentally, I was contacted by the director of the EEOC, asking me if I wanted to proceed, after I was shown a copy of the company's response, which I don't believe is proper. I now see in the EEOC's and the HCRC's own publications, matters such as mine that were investigated and even adjudicated. During the HCRC's lack of investigation, I only heard from them at the intake and when I received their letter of dismissal.

I furnished the EEOC and the HCRC with names of co-workers who said they would speak for me. They were not interviewed. I was informed by an investigator at the EEOC that no one visited the site. There was a similar situation here with UPS, where an employee was fired for doing less egregious acts than his co-workers, which I believe is the case here. I saw co-workers break company equipment, cuss freely, ask for sexual favors, and bring children and friends to the work site. Throughout this experience I have been told by these agencies' staff and lawyers, literally or in effect, "there is no smoking gun here". This is only due to there being no investigation. In the least, there is a pattern that should compel any thinking person to ask questions.


I was terminated in May 2004, two weeks after the dismissal of the EEOC complaint that was not investigated.




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EEOC Regional Attorney William Tamayo said, “This is a very good resolution because Lockheed Martin agreed to terminate and permanently bar Daniel’s harassers from employment. It sends a powerful message that racism cannot and must not be tolerated.”

Raymond Cheung, the EEOC attorney who led the government’s litigation effort, added, “To combat the harassment and threats faced by Mr. Daniels is at the heart of why the EEOC was created. Despite concerns of retaliation, this man had the courage to stand up and make public what happened to him, in an effort to ensure that it would not happen to anyone else. It has been a once-in-a-lifetime honor to work on this case.”



EEOC Honolulu Local Office Director Timothy Riera praised the agency’s lead investigator in the case, Gloria Gervacio, and said: “The overt harassment to which Mr. Daniels was subjected in Hawaii represents some of the most severe misconduct this office has come across. It is imperative that employers here take proactive measures to ensure that discrimination complaints are taken seriously and that all employees work in an environment free of harassment.”

EXCEPT VERNON


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AT IT'S BEST

"I just don't understand your leap from government incompetence to saying the (worker) loses," Chief Justice John Roberts told FedEx lawyer Connie Lensing.

When a Justice Department lawyer representing the EEOC took his turn at the lectern, Justice Antonin Scalia declared, "My main concern in this case, however the decision comes out, is to do something that will require the EEOC to get its act in order, because this is nonsense."

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Let's Talk About Trust

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Timothy "You Can Do It" Riera


"Employers have a duty not to violate the trust that employees repose in them and respect the confidentiality of this very personal information," said Riera.

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I made a complaint to the EEOC, Jan. 2004, and the Hawaii Civil Rights Commission, Apr 2004, both of which were dismissed without any investigation, each agency sat back and waited for the submission of the company's response. Incidentally, I was contacted by the director of the EEOC, asking me if I wanted to proceed, after I was shown a copy of the company's response, which I don't believe is proper. I now see in the EEOC's and the HCRC's own publications, matters such as mine that were investigated and even adjudicated.

Keeping It Real

You can’t champion equality for your own people when you tolerate discrimination against any people because of who they are. Freedom is indivisible. You cannot grant it to some and deny it to others. It is either for everybody or it is for nobody. -- Christine Chavez, UFW

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Not If It's Title Guaranty And You've Got The Hawaii EEOC In Your Pocket

UPS firing of Maui driver prompts racial bias suit

The Equal Employment Opportunity Commission filed a federal lawsuit yesterday accusing United Parcel Service of racial discrimination for firing a driver on Maui.
The commission said Carlos Harris was fired for swearing on the job while other drivers who engaged in similar conduct were disciplined less harshly. Harris, who is black, worked at UPS's Kahului facility from March 1994 to September 1998.

Timothy Riera, Honolulu office director for the commission, said Harris was fired for swearing around co-workers, not customers, and had a clean job record before that. Riera said an investigation by the commission found a marked difference in the way black and nonblack employees were treated. Attempts to settle with UPS were unsuccessful, he said.

A spokeswoman at UPS' Atlanta headquarters, Peggy Gardner, said she hadn't seen the suit and couldn't immediately comment. Lance Hirokawa, a human resources manager for UPS in Hawaii, said he didn't know about the suit and could not comment.

The lawsuit seeks back pay, reinstatement of Harris and unspecified compensatory and punitive damages. It also seeks an injunction blocking the company from engaging in any discriminatory employment practices.

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