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 August 1 to August 15, 2025.
- EEOC Lawsuits
- EEOC Settlements
- Alabama: Convenience Store Management Company Settles EEOC Disability Harassment, Discrimination, and Retaliation Case
- California: Martinez Animal Hospital to Pay $20,000 to Settle EEOC Retaliation Charge
- Georgia: Zoe Center for Pediatric & Adolescent Health to Pay $70,000 in EEOC Disability Discrimination Lawsuit
- Illinois: Mercyhealth to Pay Over $1 Million to Settle EEOC COVID-19 Vaccine Mandate-Related Religious Discrimination Charges
- Maryland: Sinclair Broadcast Group to Pay $100,000 in Race Discrimination Case
- Maryland: Criswell Chevrolet to Pay $30,000 in EEOC Disability Discrimination Suit
- North Carolina: The Teeth Doctors to Pay $61,000 to Resolve EEOC Religious Discrimination Charge
- Ohio: Progressive North Ridgeville Settles EEOC Race Discrimination Charge
- Texas: TNT Crane & Rigging to Pay $525,000 in EEOC Racial Harassment and Retaliation Suit
EEOC Lawsuits
Illinois: EEOC Sues Silver Cross for Religious and Disability Discrimination
Allegations
Religious discrimination; Disability discrimination: Reasonable accommodation: Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Illinois
Summary
One employee, who worked in the hospital’s lab, requested a religious accommodation because taking the COVID-19 vaccine conflicted with her religious beliefs and practices. The other employee, who worked in the hospital’s insurance department, requested an accommodation based on disability after she had a severe allergic reaction to the first dose of the COVID-19 vaccine. Silver Cross Hospital denied both employees’ requests for accommodation and retaliated against them, either by firing them or forcing them to quit, even though each could have been accommodated without undue hardship, according to the EEOC’s lawsuits.
Pennsylvania: EEOC Sues American Inn Operator for Breaching Conciliation Agreement
Allegations
Race discrimination; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Pennsylvania
Summary
According to the EEOC’s lawsuit, the federal agency found reasonable cause to support allegations of race discrimination and retaliation at the American Inn in Carlisle, Pennsylvania. Consistent with federal law, the EEOC attempted to resolve the charge via conciliation, prior to filing a federal lawsuit. In August 2024, the EEOC settled the charge through a conciliation agreement which required American Inn to make timely monthly payments to the complainant and take other remedial actions.
However, American Inn failed to make the required monetary payments. When the company ignored EEOC’s warnings of non-compliance, the agency filed suit in federal court to enforce the terms of the conciliation agreement.
EEOC Settlements
Alabama: Convenience Store Management Company Settles EEOC Disability Harassment, Discrimination, and Retaliation Case
Allegations
Disability discrimination
Laws Involved
Americans with Disabilities Act
State
Alabama
Summary
According to the EEOC’s lawsuit, store managers, employees and customers routinely mocked a neuro-divergent cashier with eye problems, anxiety, and a seizure disorder. The lawsuit further charged that after receiving complaints about the harassment, the store manager responded by demanding that the employee provide a medical release related to a seizure episode. The employer subsequently refused to accept a medical release tendered by the employee and proceeded to terminate him. The business failed to maintain any anti-harassment or anti-discrimination policies or train employees about their obligations under federal anti-discrimination laws, the EEOC said.
California: Martinez Animal Hospital to Pay $20,000 to Settle EEOC Retaliation Charge
Allegations
Religious discrimination; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
California
Summary
According to the EEOC’s investigation, the hospital subjected an employee to mandatory training which he objected to because it incorporated religious content contrary to his beliefs; he also requested to be excused from any future trainings with similar content. The EEOC investigation concluded he was terminated within days.
Georgia: Zoe Center for Pediatric & Adolescent Health to Pay $70,000 in EEOC Disability Discrimination Lawsuit
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Georgia
Summary
The EEOC’s suit charged that in January 2022, an employee requested a reasonable accommodation of one day of leave, one week of remote work, and then a modified schedule of working remotely three days per week due to her disabilities. The employee could have performed her job responsibilities within the proposed modified work schedule. However, the day after requesting the reasonable accommodation, Zoe Pediatrics denied the employee’s request and terminated her employment.
Illinois: Mercyhealth to Pay Over $1 Million to Settle EEOC COVID-19 Vaccine Mandate-Related Religious Discrimination Charges
Allegations
Religious discrimination; Reasonable accommodation
Laws Involved
Title VII of the Civil Rights Act
State
Illinois
Summary
The agency’s investigation found reasonable cause to believe that Mercyhealth discriminated against employees based on their religion by denying them a religious accommodation and either terminating their employment or subjecting them to a wage deduction. The EEOC also found reasonable cause to believe that Mercyhealth discriminated against a class of similarly situated employees across all its facilities from September 2021 to May 2022 by denying them an opportunity to request a religious accommodation, opting instead either to terminate their employment or withhold money from their pay.
Maryland: Sinclair Broadcast Group to Pay $100,000 in Race Discrimination Case
Allegations
Race discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Maryland
Summary
According to the lawsuit, Sinclair subjected a black female employee, a financial analyst, to unlawful pay discrimination and was constructively discharged because of her race. Despite her strong work performance at the company, she was undercompensated compared to other analysts. When she reported the pay disparity to her manager and to human resources at Sinclair, the company refused to adjust her salary to remedy the unequal pay.
Maryland: Criswell Chevrolet to Pay $30,000 in EEOC Disability Discrimination Suit
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Maryland
Summary
The EEOC charged that Criswell Chevrolet violated federal law by refusing to allow a worker with post-traumatic stress disorder (PTSD) to have a service dog with him at work, leaving him no choice but to leave his employment.
North Carolina: The Teeth Doctors to Pay $61,000 to Resolve EEOC Religious Discrimination Charge
Allegations
Religious discrimination; Reasonable accommodation
Laws Involved
Title VII of the Civil Rights Act
State
North Carolina
Summary
The EEOC’s investigation found that The Teeth Doctors, operated by dentist Jeremiah C. Davis in Fayetteville, violated federal law when the company failed to provide the employee with a religious accommodation and instead fired her after she requested an accommodation to wear a scrub skirt instead of scrub pants due to her sincerely held religious beliefs.
Ohio: Progressive North Ridgeville Settles EEOC Race Discrimination Charge
Allegations
Race discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Ohio
Summary
The EEOC’s investigation found reasonable cause to believe the facility violated federal law by firing an employee because of her race. Such alleged conduct violated Title VII of the Civil Rights Act of 1964, which prohibits discrimination in employment on the basis of race.
Following its investigation, the EEOC facilitated a pre-litigation conciliation process resulting in a voluntary resolution. In addition to monetary relief, Progressive North Ridgeville agreed to provide Title VII training to all its management, administrative, and human resources employees involved in hiring, firing and disciplining employees in Northeast Ohio.
Texas: TNT Crane & Rigging to Pay $525,000 in EEOC Racial Harassment and Retaliation Suit
Allegations
Race discrimination; Harassment; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Texas
Summary
According to the EEOC’s lawsuit, four black employees of TNT Crane were subjected to a hostile work environment by their co-workers and supervisors, including frequent use of racial slurs, open display of nooses and other white supremacist symbols. Despite their complaints, the company failed to take action to stop the harassment. The EEOC also charged that a white employee who witnessed the racial harassment also reported it to company managers and to human resources, but the company failed to act diligently to correct the harassment. Instead, TNT Crane reduced the white employee’s work hours in retaliation for his complaints and failed to stop mistreatment from his white coworkers, which forced him to quit his job, according to the EEOC’s suit.
