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The United States Equal Employment Opportunity Commission (EEOC) has announced that fruit growing company Tiny's Organic will pay US$17,500 to a former employee to settle allegations that it fired her because she was pregnant with twins. Under the settlement, Tiny's Organic must also implement policies to prevent future discrimination on the grounds of pregnancy or gender, including providing annual training to all management staff, as well as implementing complaints procedures and introducing accountability measures for management staff in the handling of the complaints.

The office of Australia's Fair Work Ombudsman (FWO) has announced that the Federal Circuit Court of Australia (FCCA) has granted an injunction against hairdresser Nelvin Lal, "restraining [him] from underpaying any staff he employs in the future", with the effect that Mr Lal "could potentially face contempt of court proceedings for any further underpayments proven in Court". The FCCA has also imposed a A$20,000 fine on Mr Lal and fines amounting to A$142,000 on his businesses, as well as ordering that the underpayment of four employees be rectified. This follows findings that the workers had been underpaid more than A$6,000 between June 2012 and September 2013, and that "[w]orkplace laws relating to issuing of payslips and responding to a [c]ompliance [n]otice were also breached". Acting ombudsman Michael Campbell stated that "injunction was sought in response to the [FWO's] concern about a pattern of non-compliant behaviour".

The United States Equal Employment Opportunity Commission (EEOC) has announced that Lakeland Eye Clinic has agreed to pay US$150,000 to settle allegations of sex discrimination against a transgender person. The EEOC alleged that Lakeland Eye Clinic fired its hearing services director  "after she began to present as a woman and informed [her employer] that she was transgender, despite the fact that [she] had performed her duties satisfactorily throughout her employment".

EEOC general counsel David Lopez described the settlement as historically significant, adding that "[i]t not only is one of the first two lawsuits ever filed by the [EEOC] alleging sex discrimination against a transgender individual, but it also solidifies the EEOC's commitment to enforcing the rights of transgender employees secured by the [Title VII of the Civil Rights Act of 1964 (further information)].
EEOC's media release (13 April 2015)
(Source: EEOC)

The United States Equal Employment Opportunity Commission (EEOC) has announced that Save Edge Inc has agreed to pay $30,000 to settle a disability discrimination lawsuit filed by the EEOC. The EEOC alleged that the company offered a position of employment to a job applicant, but revoked it after learning that the applicant had a seizure disorder for which he took prescription drugs. According to the EEOC, "Save Edge withdrew the job offer because it regarded [the applicant] as a disabled individual incapable of doing the job", in violation of the Americans with Disabilities Act of 1990, as amended.
EEOC's media release (17 March 2015)
(Source: EEOC; US Department of Justice)

The United States Department of Labor (DoL) has announced that Union Pacific Railroad (UPR) has been ordered to pay an employee engineer US$350,000 in damages and legal costs, after an investigation by the DoL's Occupational and Health Administration (OSHA) found that UPR had disciplined the engineer for reporting injuries sustained at work. The DoL also stated that UPR has been ordered to remove the disciplinary information from the employee's record and to provide information about whistleblower rights to its employees. OSHA regional administrator Marcia Drumm stated that "whistleblower protections play an important role in keeping workplaces safe", adding that "it is not only illegal to discipline an employee for reporting an injury and seeking medical attention, it puts everyone at risk".
DoL's media release (17 March 2015)
(Source: DoL) 

The United States Equal Employment Opportunity Commission (EEOC) has announced that its lawsuit against hair salon Jamison Shaw Inc has settled for US$27,500. The EEOC commenced proceedings against the hair salon after receiving a complaint from a former employee hairdresser of the salon. The EEOC alleges that the employee's position was terminated after she complained to her employer that she was being discriminated against when her employer refused to accommodate her scoliosis condition. The basis of the EEOC's lawsuit was that the employer discriminated against the employee, and retaliated against her for complaining about the discrimination, in breach of the Americans with Disabilities Act of 1990, as amended.
EEOC's media release (11 March 2015)
(Source: EEOC; Department of Justice)

The United States Equal Employment Opportunity Commission (EEOC) has announced that its lawsuit against car dealership Lafontaine Cadillac Buick GMC Inc. has settled for US$75,000. The EEOC brought the lawsuit against the car dealership on the basis that it had subjected an employee to a racially hostile work environment. EEOC trial attorney Dale Price said that "[t]he right of an employee to be free from harassment based on race or color is central to ensuring equal employment opportunity".
EEOC's media release (11 March 2015)
(Source: EEOC) 

The United States Equal Employment Opportunity Commission (EEOC) has announced that its lawsuit against juice manufacturer and distributor Gregory Packaging has settled for US$125,000. The EEOC asserted and Gregory Packaging admitted that the company had terminated the employment of a worker because of his HIV status, in contravention of the Americans with Disabilities Act of 1990, as amended.
EEOC's media release (13 March 2015)
(Source: EEOC; US Department of Justice)

Company Fined After Death of Worker at Viaduct

18 Sep 2014
Written by World Watch

Scotland's prosecution service the Crown Office and Procurator Fiscal Service (COPFS) has announced that SW Global Resourcing has pleaded guilty to "a breach of [the Health and Safety at Work etc. Act 1974 c. 37 (UK)] which resulted in the death of an employee at [a water viaduct] in 2010".

The New Zealand Ministry of Business, Innovation and Employment (MBIE) has announced that Maruia Springs Thermal Resort has "agreed to pay wages to employees it did not pay during work trials". According to the MBIE, the business:

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