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Case ID: 2577 | Employment | 08/30/2004
A class action has been filed against Labor Ready, Inc. on behalf of current and former employees in Labor Ready's Memphis and Jackson, Tennessee, offices, alleging that the company not only discriminated against black employees in violation of their civil rights, but punished white employees who tried to do something about the discrimination. The action seeks back pay for the employees, compensatory and punitive damages, and an order from the court that will prohibit Labor Ready from discriminating against its employees.
The EEOC office in Memphis, Tennessee, filed the action for discrimination that has allegedly been occurring since July 1999. Eight individuals are named in the suit: six black employees and two white employees. Five of the black employees named in the action worked in the Memphis office. All five allege they were passed over for promotions for white employees who were not as deserving. Labor Ready managers allegedly retaliated against three of the black employees and the two white employees for voicing their opposition to the discrimination. The allegations made by Robert Herron are typical of the others. He was hired as a customer service representative in February 1998. From the day he was hired, the action alleges that he informed the branch manager he wanted to be promoted to manager in training. In 1999, two white females were promoted to managers in training, while another white female was promoted to branch manager. Allegedly, Herron was as, or more, qualified for the positions. After he complained about racial discrimination, the action alleges that he was terminated. One of the white managers who was allegedly retaliated against for complaining about his black co-workers' treatment, Raymond Terry, alleges Labor Ready's top management only wanted whites in management at the store level. Allegedly, after he made the complaints in compliance with company policy, Mr. Terry's work was closely scrutinized so his bosses could find a reason to fire him. The action alleges that he was initially suspended with pay, but was eventually fired without being given reasons for the termination. At Lawcash.com, it is our goal to keep you informed about important legal cases, class actions and settlements. Our lawyers offer free legal evaluations in tort cases, class actions, personal injury, and other lawsuits because we are dedicated to helping you resolve your legal complaints. Other Employment Cases of Interest Federal civil rights legislation prohibits discrimination based on gender, age, race, and national origin. A class action has been filed against clothier Abercrombie & Fitch Company on behalf of non-whites who allege that they were wrongfully refused jobs or terminated based on their race, ethnicity, or national origin in violation of Title VII of the federal 1964 Civil Rights Act. A class-action lawsuit that alleges travelers and employees at Denver International Airport have been exposed to extensive mold and fungi contamination can proceed to trial, ruled the Colorado Court of Appeals.
The city of Denver, which operates the airport, had sought dismissal of the lawsuit, claiming that it was protected by the Colorado Governmental Immunity Act. After Denver District Judge John McMullen refused to dismiss the suit, the city took the case to the Court of Appeals asking McMullen's decision be overturned. A class action lawsuit has been filed in the Southern District Court of Illinois against Jack in the Box, Inc. The case involves violations of the Fair Labor Standards Act. No additional information about the substance of the allegations is available at this time. Classactionamerica.com will monitor this case and provide additional details as soon as they become available. A statewide collective action has been filed in Florida against Rollatini's Corporation. The action is brought on behalf of all current and former employees, who since March 2001, were not paid proper statutory overtime for all hours worked beyond 40 per week. The action is brought under the federal Fair Labor Standards Act and seeks statutory and liquidated damages as well as declaratory and injunctive relief. As a collective action, all potential claimants are required to "opt-in" to the action in order to be considered part
of the class. The employees have requested that the court issue notice to all potential class members.
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