Eagle Global Logistics f/k/a Eagle U.S.A. Airfreight, Inc., reached a settlement for 9 million consent decree on behalf of a class of African-Americans, Hispanic, and female employees and applicants who were allegedly subjected to race, gender, age, national origin discrimination, and harassment on the basis of sex and retaliation. The EEOC enforced Title 1 of the American with Disabilities Act of 1990. Title Seven of the Civil Rights Act of 1964 and Title 1 of the Civil Rights Act of 1991, and the Age Discrimination in Employment Act, the Equal Pay Act, and disability discrimination in the federal sector.
EEOC & TITLE SEVEN
The EEOC alleged that Eagle violated Title Seven, Equal Pay Act and the Age Discrimination in Employment Act by failing and or refusing to promote African-American, Hispanics, and female employees into managerial and sales positions. As well as refusing to recruit and hire these same groups into warehouse, delivery, and truck driver positions, and demoting female from managerial positions and imposing disparate discipline to these groups.
They also maintain a hostile working environment, by failing to properly investigate incidents of sexual and gender harassment. The company did not keep proper records of applicants for employment positions with the company.
There were also claims which stated that they paid Caucasians and male employees more than African Americans, Hispanics, and female employees of similar work. They also discriminated against older females and older African-American employees for employment with the company. Under the Consent Decree Eagle will pay
for back pay and damages, and pay money to establish Leadership Development Program which will benefit minorities and women by preparing them for leadership roles in
employment at Eagle. The program will include distribution of funds to set up scholarships and other educational and advancement opportunities...