EEOC Benchslaps Just Keep Coming

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Yesterday we reported on an entertaining “man bites dog” case initiated by a former EEOC Phoenix Regional Office investigator who sued the EEOC for race discrimination, retaliation, and violation of her civil rights. “Another Approaching Benchslap for EEOC.” Well, today we report on her co-worker, Quarracy Smith, who is a current EEOC investigator, also in the Phoenix Regional Office, and also suing the EEOC for race discrimination and retaliation, as well as racial harassment. Smith v. Barrien et. al., No. 2:14-cv-01616-NVW (D. Az., filed  July 17, 2014). Consider this an “another man bites the same dog” story. Mr. Smith claims that he has been working as an EEOC investigator since June 2009. He alleges that from June 2010 forward, he has been subjected to race discrimination and harassment in several respects, which include being held to case dismissal quotas, cell phone rules, promotion standards, disciplinary actions, and much more solely on account of his race. He even goes so far as to allege that the Regional Director stated that he could not do much for the Black employees in the office because he was afraid it would be interpreted as favoritism. Mr. Smith also alleges that the EEOC failed to adequately investigate his claims of discrimination and hostile working environment, and requests all sorts of legal and equitable remedies including punitive damages.

In light of the recent VA debacle in Phoenix, one has to wonder what in the world the Feds are doing to keep a watchful eye over their teams in Arizona. More pointedly, one must wonder how a federal agency empowered to eradicate discrimination and retaliation can possibly police our employers when it appears wholly incapable of policing itself. More to come on this case and the case we reported yesterday…..

Topics:  Discrimination, EEOC, Employer Liability Issues, Harassment, Racial Discrimination, Retaliation

Published In: Civil Rights Updates, Labor & Employment Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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