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 16 to August 31, 2025.
- EEOC Lawsuits
- EEOC Settlements
- Georgia: Buffalo Wild Wings to Pay $47,500 in EEOC Religious Discrimination Lawsuit
- Georgia: Sam’s Club to Pay $60K Over Disability Discrimination
- Missouri: Landmark Dodge to Pay $275,000 in EEOC Sex Discrimination and Retaliation Lawsuit
- Ohio: ViaQuest, LLC to Pay $175,000 for EEOC Disability Charge
- Washington: Logic Staffing to Pay $217,500 in EEOC Religious Discrimination, Retaliation Lawsuit
- Wisconsin: Kwik Trip Inc. to Pay $35,000 in EEOC Disability Discrimination Charge
EEOC Lawsuits
New Mexico: EEOC Files Subpoena Enforcement Action Against Gallup-McKinley County Schools
Allegations
Race discrimination; National origin discrimination
Laws Involved
Title VII of the Civil Rights Act
State
New Mexico
Summary
GMCS is comprised of multiple elementary, middle, and high schools serving students in the city of Gallup and other areas of McKinley County, New Mexico. In August 2024, then-Commissioner, now EEOC Acting Chair Andrea Lucas filed a Commissioner’s Charge of discrimination against GMCS. The charge alleged GMCS engaged in a pattern or practice of intentional discrimination against Native American employees and job applicants in interviewing, hiring, promoting, classifying, and other employment practices based on race for the job categories of classroom teacher, administrator, or principal. Such conduct may violate Title VII of the Civil Rights Act of 1964.
As part of its investigation, the EEOC requested interviews with two high-level GMCS administrators. GMCS initially agreed to these interviews but canceled the interviews the day before they were scheduled to take place and refused to cooperate further with the EEOC’s investigation. The EEOC then issued two administrative subpoenas for deposition testimony from the witnesses, but the witnesses failed to appear for the administrative depositions and GMCS failed to follow the administrative appeal process available for review of an EEOC subpoena.
North Carolina: EEOC Sues Smithfield Fresh Meats Corp. for Pregnancy Discrimination
Allegations
Pregnancy discrimination
Laws Involved
Pregnant Workers Fairness Act; Title VII of the Civil Rights Act
State
North Carolina
Summary
According to the lawsuit, the employee informed Smithfield of her pregnancy shortly after she was hired. After the employee was involved in a workplace accident, she began having pregnancy-related complications that required medical attention. Her physician imposed certain restrictions on her, including a lifting restriction. The employee told Smithfield of the restrictions and requested a reasonable accommodation. Smithfield, which operates the largest pork processing facility in the world, told the employee that Smithfield does not provide accommodations for pregnancy. Smithfield then required the employee to take unpaid leave and, approximately two weeks later, fired her.
EEOC Settlements
Georgia: Buffalo Wild Wings to Pay $47,500 in EEOC Religious Discrimination Lawsuit
Allegations
Religious discrimination; Reasonable accommodation
Laws Involved
Title VII of the Civil Rights Act
State
Georgia
Summary
The EEOC’s suit said that a server candidate, who wore long skirts in public because of her sincerely held religious beliefs, asked the general manager of Buffalo Wild Wings’ Douglasville, Georgia location about a job opening. The general manager confirmed the restaurant was hiring, but then mocked the candidate’s religious beliefs.
After the candidate applied for a server position, the restaurant failed to interview her or otherwise contact her regarding the open position. Shortly after, an assistant manager said the restaurant would not hire the applicant because it was unusual for servers to wear long skirts in a sports bar. The location did not hire the applicant and hired five servers within two months of her application, according to the EEOC’s suit.
Georgia: Sam’s Club to Pay $60K Over Disability Discrimination
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Title VII of the Civil Rights Act
State
Georgia
Summary
According to the EEOC’s suit, the Sam’s Club in Douglasville, Georgia, refused to let a longtime employee return to her associate position in June 2022 following a medical leave of absence related to an automobile accident. The accident left her with post-concussion syndrome, upper back pain, muscle spasms, and chronic lower back pain.
The employee sought minor, temporary adjustments to her duties as a reasonable accommodation for her disabilities. The employee successfully performed a shift with those restrictions upon her return but was later told by her supervisor she could not work with restrictions and would instead need to take another leave of absence until she could work without any restrictions. As instructed, the employee sought additional leave, providing Sam’s Club with a date by which she would be capable of working without restriction. Sam’s Club then denied the employee’s requested leave and fired her. The store’s general manager told her Sam’s Club would not accommodate her injuries because they occurred outside of work.
Missouri: Landmark Dodge to Pay $275,000 in EEOC Sex Discrimination and Retaliation Lawsuit
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Missouri
Summary
The EEOC’s suit alleged Landmark Dodge had a policy of refusing to hire women for sales jobs and men for office jobs, and that the company retaliated against two human resources employees who opposed the practice.
According to the suit, Landmark Dodge’s owner told two new human resources employees that he believed women don’t make good salespeople and men don’t work well in the office. The two HR employees quickly discovered the company’s hiring managers were in fact refusing to hire women for sales positions and men for certain office positions.
Ohio: ViaQuest, LLC to Pay $175,000 for EEOC Disability Charge
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Ohio
Summary
The EEOC’s investigation found that ViaQuest discriminated and retaliated against an applicant by denying her a reasonable accommodation during the hiring process and refused to employ her because of her disability.
Washington: Logic Staffing to Pay $217,500 in EEOC Religious Discrimination, Retaliation Lawsuit
Allegations
Religious discrimination; Reasonable accommodation
Laws Involved
Title VII of the Civil Rights Act
State
Washington
Summary
According to the EEOC’s suit, Logic Staffing invited the applicant to interview at its Kent, Washington, headquarters the day after he submitted an online application. On the strength of his application and interview, the supervisor started to explore available openings when the applicant disclosed a possible need for a longer mid-day break to attend Friday prayer. Although the applicant said he would not need additional time if his workplace was close to a mosque, the supervisor ended the interview and noted that the applicant was not hired due to his schedule and need to attend Friday prayer. The EEOC also alleged that Logic Staffing disqualified the applicant from future employment after he sought confirmation that he was not hired because of his request for a religious accommodation.
Wisconsin: Kwik Trip Inc. to Pay $35,000 in EEOC Disability Discrimination Charge
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act
State
Wisconsin
Summary
According to the EEOC’s investigation, an employee was hired as a full-time guest service/kitchen associate in October 2021. In March 2022, the employee submitted a reasonable accommodation request to modify her work schedule and duties. While Kwik Trip initially intended to accommodate the employee’s medical restrictions, it misinterpreted the reasonable accommodation request and reduced the employee’s full-time work schedule to about nine hours per week, forcing her to resign.