Each month, the Equal Employment Opportunity Commission (EEOC) files lawsuits and settles cases covering the federal laws they are responsible for enforcing. These federal laws include:
- Title VII of the Civil Rights Act of 1964 (Title VII)
- The Pregnancy Discrimination Act
- The Pregnant Workers Fairness Act of 2022 (PWFA)
- The Equal Pay Act of 1963 (EPA)
- The Age Discrimination in Employment Act of 1967 (ADEA)
- Title I of the Americans with Disabilities Act of 1990 (ADA)
- Sections 102 and 103 of the Civil Rights Act of 1991
- Sections 501 and 505 of the Rehabilitation Act of 1973
- The Genetic Information Nondiscrimination Act of 2008 (GINA)
Below is a list of lawsuits and settlements by the EEOC in from November 16 to 30, 2025.
- EEOC Announcements
- EEOC Lawsuits
- Georgia: EEOC Sues Penney Opco for Disability Discrimination
- Michigan: EEOC Sues ALM Freight and LMDmax for Disability Discrimination
- Ohio: EEOC Sues Anthony Roofing and Tecta America Corporation for Race and Sex Harassment
- Pennsylvania: EEOC Files Subpoena Enforcement Action Against University of Pennsylvania Over Antisemitic Work Environment
- Wisconsin: EEOC Files Subpoena Enforcement Action Against Financial Services Giant Northwestern Mutual Over Allegations of DEI-Related Discrimination
- EEOC Settlements
- Arkansas: Slim Chickens to Pay $300,000 in EEOC Sexual Harassment Suit
- Indiana: Holsum Settles EEOC Disability Discrimination Lawsuit
- Kentucky: Ephraim McDowell Health to Pay $335,000 in EEOC Sex Discrimination and Retaliation Lawsuit
- Mississippi: Air Evac EMS to Pay $59,000 in EEOC Discrimination Lawsuit
- Mississippi: Seward and Son to Pay $150,000 in EEOC Race and National Origin Discrimination Lawsuit
- Nevada: Nevada Restaurant Services Settles $1.2 Million EEOC Sexual Harassment Suit
- Ohio: Glunt Industries to Pay $2 Million in EEOC Sex Discrimination Case
EEOC Announcements
- EEOC Releases New and Updated Educational Materials on National Origin Discrimination
- ICYMI: EEOC Partners in DOL Project Firewall
EEOC Lawsuits
Georgia: EEOC Sues Penney Opco for Disability Discrimination
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Michigan
Summary
According to the EEOC’s suit, a warehouse associate at the JC Penney logistics center in Forest Park, Georgia was diagnosed with breast cancer and requested time off for medical appointments. She submitted the required written accommodation request, medical documentation of her treatment and need for leave from work; however, JC Penney denied her request. Because her request was denied, the time she took off from work for her cancer treatment counted against JC Penney’s attendance points policy, and when she exceeded the number of points allowed, she was fired on July 3, 2023, the EEOC charged.
Michigan: EEOC Sues ALM Freight and LMDmax for Disability Discrimination
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Michigan
Summary
According to the EEOC’s lawsuit, the applicant applied for and was offered a driver position with ALM in November 2022. She accepted the position and began communicating with LMDmax, ALM’s employment agency, to complete onboarding paperwork and a required background check. After completing the background check, she requested an ASL interpreter for her first-day orientation. LMDmax responded with a text message advising the applicant that ALM does not provide interpreters and ALM would not proceed with her hiring. ALM Freight knew of the request and approved LMDmax’s decision, the suit said.
Ohio: EEOC Sues Anthony Roofing and Tecta America Corporation for Race and Sex Harassment
Allegations
Race discrimination; Sex discrimination; Sexual harassment
Laws Involved
Title VII of the Civil Rights Act
State
Ohio
Summary
According to the EEOC’s lawsuit, one of Anthony Roofing’s vice presidents racially harassed an employee, which included repeatedly calling the employee the N-word and his “slave,” among other offensive racial remarks. After the employee objected to the harassment, the company failed to address it, and the harassment continued, forcing the employee to quit to avoid further abuse. Other black employees were also subjected to harassment by both supervisors and other employees, including racial slurs, being called “boy,” and other offensive language, the EEOC charged.
The lawsuit also alleged that the same company vice president also subjected female employees to sexual harassment, including offensive comments about oral sex, derogatory comments about their bodies, and asking them inappropriate, sex-based questions in the workplace, and more.
Employees reported the race and sex harassment both to management at Anthony Roofing and to Tecta America’s human resources department, but the harassment continued, according to the EEOC’s suit.
Pennsylvania: EEOC Files Subpoena Enforcement Action Against University of Pennsylvania Over Antisemitic Work Environment
Allegations
Religious discrimination; Harassment
Laws Involved
Title VII of the Civil Rights Act
State
Pennsylvania
Summary
The U.S. Equal Employment Opportunity Commission (EEOC) today announced the filing of an action in federal court to enforce a subpoena issued during its investigation into claims that the University of Pennsylvania engaged in unlawful employment practices by allowing antisemitic harassment to persist and escalate throughout its Philadelphia campus and creating a hostile work environment for Jewish faculty and staff.
The agency’s investigation followed a Commissioner’s charge filed in December 2023 by then EEOC Commissioner Andrea Lucas. The charge alleged that the university subjected its faculty and staff to antisemitic harassment throughout its workplaces, failed to effectively address complaints of harassment, failed to take prompt and effective measures to end harassment, and instead, allowed harassment to escalate.
To investigate these allegations, the EEOC issued a subpoena to the University of Pennsylvania, requesting, among other things, identification of witnesses to and victims of the religious-based harassment, including their contact information.
Wisconsin: EEOC Files Subpoena Enforcement Action Against Financial Services Giant Northwestern Mutual Over Allegations of DEI-Related Discrimination
Allegations
Color discrimination; National origin discrimination; Race discrimination; Sex discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Wisconsin
Summary
According to the EEOC’s court filing, a Northwestern Mutual employee filed a discrimination charge against the company with the EEOC in March 2025, alleging discrimination and retaliation in violation of Title VII of the Civil Rights Act of 1964. In his charge, he alleged that, “beginning in or about 2020, [Northwestern Mutual] enhanced its existing diversity, equity and inclusion policy by focusing on providing additional support and opportunities for women and people of color,” and that the business adopted mandatory performance metrics to promote women and people of color.
The charge also said that he was denied advancement on the basis of his sex, race, color and national origin and in retaliation for complaining about Northwestern Mutual’s diversity policy, and that Northwestern Mutual also discriminated against others on the basis of sex, race, color and national origin.
The EEOC’s charge investigation and subpoena sought information about advancement within the aggrieved individual’s work group; Northwestern Mutual’s diversity, equity, and inclusion practices; the firm’s human resources information systems; and company metrics used for financial rewards. The EEOC also asked to interview Northwestern Mutual’s vice president of diversity and inclusion in connection with the allegations.
EEOC Settlements
Arkansas: Slim Chickens to Pay $300,000 in EEOC Sexual Harassment Suit
Allegations
Sex discrimination; Sexual harassment
Laws Involved
Title VII of the Civil Rights Act
State
Arkansas
Summary
According to the EEOC’s lawsuit, the company received two complaints of sexual harassment by a shift manager at the Hot Springs location on or before April 2022; however, the company allowed the shift manager’s harassment to go unchecked. The company’s inaction continued through July 2022, when four more young female workers complained of sexual harassment against the same shift manager, according to the suit.
Indiana: Holsum Settles EEOC Disability Discrimination Lawsuit
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Indiana
Summary
According to the EEOC’s lawsuit, Holsum maintained a policy prohibiting the use of personal items in the production area. In August 2020, one of its supervisors permitted an employee to bring a walker into the area so she could walk throughout the facility.
However, approximately a year later, the bakery told her she could no longer use the walker, as it violated the personal items policy. The employee said she needed the walker due to her disabilities, but Holsum refused to grant her an exception to the policy and forced her to take medical leave. A few months later, Holsum fired her because she was unable to return to work without the assistance of a walker.
Kentucky: Ephraim McDowell Health to Pay $335,000 in EEOC Sex Discrimination and Retaliation Lawsuit
Allegations
Sex discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Indiana
Summary
According to the suit, around October 2021, Ephraim McDowell rejected a female employee’s bid for promotion to an administrator position when the system’s CEO told her men work better with men and it was best to have a male in the position. The CEO instead appointed a male to the administrator position and the female to a lower-paying position reporting to the newly promoted male. The EEOC further charged that, after the female employee filed a discrimination charge with the EEOC, Ephraim McDowell retaliated against her by firing her in December 2022.
Mississippi: Air Evac EMS to Pay $59,000 in EEOC Discrimination Lawsuit
Allegations
Disability discrimination
Laws Involved
Americans with Disabilities Act
State
Mississippi
Summary
The EEOC’s suit charged Air Evac with violating federal law when it rescinded an applicant’s job offer because of potential side effects of the applicant’s prescription medication. Air Evac offered the applicant a position in Cullman County, Alabama in May 2021, but rescinded the offer one month later after learning of the applicant’s prescription through a pre-employment medical screening.
Mississippi: Seward and Son to Pay $150,000 in EEOC Race and National Origin Discrimination Lawsuit
Allegations
National origin; Race discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Mississippi
Summary
According to the EEOC’s lawsuit, starting Dec. 1, 2020, Seward and Son began hiring immigrant agricultural workers from a foreign country to supplement its existing workforce, which consisted of primarily black farm workers of American national origin. The EEOC alleged that Seward and Son discriminated against its American workers by providing the foreign workers with preferential job assignments which were less strenuous, and had more work hours, higher pay, and higher bonuses.
Nevada: Nevada Restaurant Services Settles $1.2 Million EEOC Sexual Harassment Suit
Allegations
Sex discrimination; Sexual harassment
Laws Involved
Title VII of the Civil Rights Act
State
Nevada
Summary
According to the EEOC’s lawsuit, since at least 2018, male and female employees of Nevada Restaurant Services were subjected to both verbal and physical sexual harassment by co-workers and supervisors. The EEOC alleged the company knew of the harassment and failed to effectively address complaints, generating adverse working conditions in which some employees feeling that they had no choice but to resign.
Ohio: Glunt Industries to Pay $2 Million in EEOC Sex Discrimination Case
Allegations
Sex discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Nevada
Summary
The EEOC’s suit charged that Glunt engaged in sex discrimination when the company denied production jobs to a class of women since at least 2018. In addition to systemically not hiring women, the EEOC alleged that Glunt failed to provide women’s restrooms on the plant floor in any of its plants.
Glunt also discriminated against its human resources director and retaliated against her for her role in hiring two women for project manager positions, leading to her separation. Glunt then fired the women and hired men to fill their positions, according to the lawsuit.