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U.S. Master™ Wage-Hour Guide, 2009 Edition
Presents a first approach to the broad and complex controls under the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and other statutes regulating employee wages and hours.
The EEOC has resolved its sex-based hiring class action lawsuit against Les Schwab Tire Centers of Washington (and other states) and Les Schwab Tire Warehouse, Inc for $2 million and other corrective measures, the federal agency announced on March 11. Les Schwab failed to hire qualified women for sales and service (tire changing) jobs at its stores in Washington, Oregon, California, Idaho, Montana, Nevada and Utah starting in 2004, the EEOC alleged in its lawsuit (EEOC v Les Schwab Tire Ctrs. of Wash Inc, WDWash, order approving consent decree March 11, 2010). There are over 400 Les Schwab Tire Centers in those states, according to the company’s website. In addition to the monetary amount, Les Schwab agrees to maintain its antidiscrimination policies and procedures and to provide antidiscrimination training for all its managers, assistant managers and employees about Title VII and sex-based discrimination. Les Schwab will also continue “its recruitment efforts to increase the flow of female applicants for Sales & Service positions,” according to the consent decree. During the term of the decree, which is four years, the company will “make best efforts to hire females into sales and service positions in proportion to their availability in the qualified applicant pool.” Additionally, Les Schwab will provide periodic reports to the EEOC on its compliance with the terms of the consent decree. In the consent decree, Les Schwab expressly denied any wrongdoing or violation of Title VII. “While the parties have engaged in extensive litigation the past four years, we are pleased to work with Les Schwab to bring this case to a resolution and to start a new era of cooperation," EEOC Regional Attorney William Tamayo said. “This resolution allows Les Schwab and the women who the EEOC represents to move forward.”
For more information on this and other topics, consult CCH Employment Practices Guide or CCH Labor Relations.
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