In January 2015, Skanska USA Building, Inc., a developer based in Parsippany, N.J., paid $95,000 to settle a racist harassment and retaliation complaint from the EEOC. According to the EEOC complaint, Skanska violated federal law by allowing workers to subject a class of black employees who worked as goat-lifting devices to racist harassment and by dismissing them for complaining of wrongdoing with Skanska. Skanska was the general contractor for the Methodist Le Bonheur Children`s Hospital in Memphis, where the incidents took place in this complaint. The black employee class worked for C-1, Inc. Construction Company, a minority subcontractor for Skanska. Skanska subcontracted to C-1 to operate the site and then supervised all C-1 employees during the construction. The EEOC criticized Skanska for not properly following complaints from goat-lifting devices that white employees exposed them to racist comments and physical assaults. EEOC vs. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn.
29.01.2015). (c) Each State Party takes effective steps to review public, national and local policies and amend, repeal or repeal laws and regulations that create or perpetuate racial discrimination wherever it exists; In March 2013, EEOC and Day-Zimmerman NPS, a leading provider of maintenance, labor and construction services for the energy industry, filed an executive order approving EEOC that it violated federal law by creating a hostile work environment for an African-American worker for $190,000. In the complaint, the EEOC asserted that Day-Zimmerman, through his foreman at the Poletti PowerHouse in Astoria, Queens, N.Y., Carlos Hughes, he had often been the victim of racist and verbal harassment, including racist slurs and derogatory stories that African-Americans described as stupid and incompetent, often kicked Hughes` buttocks and kicked him. The foreman also told racist jokes in the workplace and made negative comments about African-Americans; including that Sean Bell (shot by police in a nightclub) deserves to be shot, and threatened that candidate Barack Obama would be shot before the country allowed a black president. EEOC stated that Hughes had complained about harassment to management for more than a year and that when Day-Zimmerman finally held a meeting in response, he disciplined Hughes less than an hour later and then fired him the same day, citing a false security breach. EEOC v. Day - Zimmerman NPS, Inc., 1:11-cv-04741 (E.D.N.Y. Approval Order filed March 12, 2013).
REAFFIRME that the intrinsic dignity and equality of all members of the human family are fundamental principles of the Universal Declaration of Human Rights, the American Declaration of Human Rights and Duties, the American Convention on Human Rights and the International Convention on the Elimination of All Forms of Racial Discrimination; REAFFIRMING the resolute commitment of the Member States of the Organization of American States to the total and unconditional elimination of racism, racial discrimination and all forms of intolerance, and convinced that such discriminatory attitudes constitute a denial of universal values and the inalienable and inalienable rights of the human person and the goals and principles enshrined in the Charter of American States , the American Declaration of Human Rights and Duties, the American Convention on Human Rights, the United States Social Charter, the Inter-American Democratic Charter, the Universal Declaration of Human Rights, the International Convention on the Elimination of All Forms of Racial Discrimination, and the Universal Declaration on the Human Genome and Human Rights; NOTE the obligation to take national and regional measures to promote and promote respect for the human rights and fundamental freedoms of all persons and groups under your jurisdiction, regardless of race, colour, ancestry or national or ethnic origin; CONVAINCUS that the principles of equality and non-equality