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 June 16 to June 30, 2025.
- EEOC Lawsuits
- Georgia: EEOC Sues Action Insulation for Sexual Harassment
- Illinois: EEOC Sues Omni Hotels for Religious Discrimination and Retaliation
- New Mexico: EEOC Sues South Valley Care Center for Age Discrimination and Retaliation
- South Dakota: EEOC Sues QSR Pita USA Inc. for Pregnancy and Disability Discrimination
- EEOC Settlements
EEOC Lawsuits
Georgia: EEOC Sues Action Insulation for Sexual Harassment
Allegations
Sex discrimination; Sexual harassment;
Laws Involved
Title VII of the Civil Rights Act
State
Georgia
Summary
The EEOC alleges that Action Insulation’s owner, who is also its founder and chief executive officer, subjected the female office manager to sexual harassment, including by making unwanted sexual comments and jokes, showing her lewd photographs, slapping her buttocks, pulling her hair, and otherwise touching her in an unwanted manner. The agency asserts the office manager resisted the owner’s advances and complained twice to her supervisor, but the company failed to take any action to stop the harassment. According to the EEOC, the office manager was left with no choice but to resign after the harassment escalated to physical assault.
Illinois: EEOC Sues Omni Hotels for Religious Discrimination and Retaliation
Allegations
Religion discrimination; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Illinois
Summary
According to the EEOC’s lawsuit, Omni Hotels initially granted the full-time employee’s Sabbath accommodation request and allowed another employee to cover the Sunday shift. But subsequently Omni suddenly stopped accommodating the employee and demanded he either move to the night shift or become a part-time employee. Hotel management then retaliated against the employee by substantially reducing his hours.
New Mexico: EEOC Sues South Valley Care Center for Age Discrimination and Retaliation
Allegations
Age discrimination; Retaliation
Laws Involved
Age Discrimination in Employment Act (ADEA); Title VII of the Civil Rights Act
State
New Mexico
Summary
According to the EEOC’s lawsuit, older workers in the laundry department were harassed by their supervisor, including the supervisor making comments such as “You are too old now, you cannot get another job” and “You should be ashamed of yourself” for “[g]etting pregnant at 40 years old.” Older workers were also treated less favorably than younger workers, including not being provided the same number of breaks and not receiving their preferred schedules as younger workers.
When older workers complained about age and national origin discrimination, South Valley failed to adequately address their complaints and fired at least two workers in retaliation for complaining.
South Dakota: EEOC Sues QSR Pita USA Inc. for Pregnancy and Disability Discrimination
Allegations
Disability discrimination; Sex discrimination
Laws Involved
Americans with Disabilities Act (ADA); Title VII of the Civil Rights Act
State
South Dakota
Summary
According to the EEOC’s lawsuit, the employee informed her employer of her pregnancy and requested to continue working from home and a short period of leave. Rather than accommodating these requests, the company fired the employee, citing the “distraction” of her pregnancy.
EEOC Settlements
Colorado: Starlite Station to Pay $100,000 in EEOC Sexual Harassment and Retaliation Lawsuit
Allegations
Sex discrimination; Sexual harassment; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Colorado
Summary
According to the EEOC’s lawsuit, ‘Murica LLC created a sexually hostile work environment for both female and male employees, with the owner often touching female employees without their permission; pursuing sexual relationships with multiple female employees; pressuring female employees to let him sleep at their homes; and having sex with an intoxicated employee at the bar, which resulted in the brief loss of the bar’s liquor license.
The EEOC’s lawsuit also alleged that the owner made derogatory and harassing comments about the appearance of women who applied to work at Starlite, saying some should not be hired because they were “too ugly,” or “not f***able.” Some male employees were subjected to unwelcome questions about their sex life and the owner made harassing comments to these employees about female employees and applicants.
The EEOC said Starlite also retaliated against employees who complained about or spoke out against the owner’s inappropriate sexual comments and conduct, including by firing or threatening to discipline employees who complained about the owner’s conduct.
Starlite and its owner then filed a retaliatory defamation lawsuit in state court against a group of former employees after they filed complaints with the EEOC or made public statements, including on social media, objecting to the owner’s treatment of female employees and his sexual contact with an intoxicated female employee. The EEOC’s complaint stated that the state court lawsuit was an unlawful form of retaliation and that the terms of the state court settlement prohibiting cooperation with the EEOC were illegal and should be voided as a matter of public policy.
Florida: Waste Pro of Florida to Pay $1.4 Million in EEOC Race Discrimination Lawsuit
Allegations
Race discrimination; National origin discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Florida
Summary
According to the EEOC’s lawsuit, Waste Pro subjected 26 black and/or Haitian American workers to frequent, severe harassment because of their race and national origin. Black sanitation workers in Jacksonville were often called by horrific racial slurs and epithets, including the “n-word,” “boy” and “monkey” and told to “go back to Haiti on the banana boat.”
The suit charged Waste Pro managers with making an already difficult job – picking up Jacksonville residents’ trash and recycling – intolerable by assigning black employees to worse routes and trucks while forcing them to endure severe racial harassment.
The racial harassment reached an apex when, during an anti-discrimination training, management refused to remove a stuffed monkey carrying an American flag that had been placed in an employee’s work area. The worker, who pleaded with management to remove the monkey before the training, previously complained about co-workers who told him to “Go back to Haiti,” and called him a “monkey” among other racial epithets, the EEOC said.
Ohio: DialAmerica Marketing to Pay $85,000 in EEOC Race, Sex and Retaliatory Discrimination Lawsuit
Allegations
Race discrimination; Sex discrimination; Sexual harassment; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Ohio
Summary
The EEOC’s lawsuit charged that a DialAmerica manager at its former Middleburg Heights, Ohio location falsely accused a black female employee of using profanity on a customer call and sought to use the accusation to justify firing the employee, while the manager’s real reason was the employee’s race and sex. The suit alleged the employee later called DialAmerica’s senior vice president of human resources to report discrimination and that DialAmerica retaliated against the employee for her complaint.
