Official Security Resolves Race Discrimination Charge with EEOC

U.S. Equal Employment Opportunity Commission (EEOC)
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U.S. Equal Employment Opportunity Commission (EEOC)

Security Company Failed to Consider Applicant Because of Ethnic Hairstyle
 

LAS VEGAS – Official Security, a Las Vegas-based security company, has settled a federal charge of race discrimination filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

The charge made to the EEOC alleged that Official Security violated federal law when it failed to allow a Black applicant to apply for a vacant position due to her ethnic hairstyle, in violation of Title VII of the Civil Rights Act of 1964. The EEOC investigated the allegations and found reasonable cause to believe that Official Security violated Title VII.

Without admitting liability, Official Security agreed to enter into a two-year conciliation agreement with the EEOC. The company agreed to provide training on Title VII with a specific emphasis on race discrimination and unfair hiring practices to all its employees; revise and dissem­inate its officer grooming and uniform standards policy; create and disseminate a religious and medical accommodation policy to all employees; and update its website, employee handbook and memo to potential applicants. Lastly, Official Security agreed to provide a monetary donation to a community organization. The EEOC will monitor compliance with this agreement.

“While a company may set grooming standards, those standards should not chill or exclude individuals from the workplace based on race or any other protected basis,” said Tamara West, director of the EEOC’s Las Vegas local office. “Official Security has agreed to take steps to create a more inclusive work environment and we encourage employers to review their policies and procedures to make sure they are compliant with federal laws.”

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employ­ment discrimination. More information is available at www.eeoc.gov.

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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