The Pioneer Hotel and Gambling Hall in Laughlin, Nevada, has agreed to a significant settlement of $150,000 to resolve a lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). This legal action addressed allegations of national origin and color discrimination against a class of Latino and brown-skinned employees at the establishment, highlighting the serious implications of workplace harassment within the hospitality sector, particularly within a gambling hall environment.
According to the EEOC’s complaint, the discrimination at Pioneer Gambling Hall had been ongoing since at least 2006. Latino and/or brown-skinned individuals working in housekeeping and security roles were reportedly subjected to a continuous stream of offensive and demeaning remarks related to their national origin and skin color. Adding to the hostile environment, these employees were also allegedly instructed not to speak Spanish during their breaks, further isolating and marginalizing them within the workplace. Despite numerous complaints from the affected workers, Pioneer Hotel management failed to take adequate steps to stop or correct this discriminatory behavior.
This alleged conduct constitutes a violation of Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin. The EEOC initiated legal proceedings against Pioneer in 2011, filing a lawsuit in the U.S. District Court for the District of Nevada, formally titled EEOC v. Pioneer Hotel, Inc. d/b/a Pioneer Hotel and Gambling Hall. The lawsuit specifically cited violations of Title VII due to the harassment and discrimination based on national origin, Latino ethnicity, and skin color (brown).
To resolve the legal dispute, the EEOC and Pioneer Gambling Hall reached a four-year consent decree. This legally binding agreement explicitly forbids Pioneer from fostering, enabling, or tolerating a work environment that is hostile towards Latino or darker-skinned employees. Beyond the financial settlement of $150,000 to be distributed among the affected class members, Pioneer is obligated to take proactive measures to prevent future discrimination.
As part of the consent decree, Pioneer Gambling Hall is required to engage an external equal employment opportunity consultant. This consultant will be responsible for ensuring the gambling hall implements robust policies, procedures, and comprehensive training programs for all employees. These initiatives are designed to effectively prevent discrimination, harassment, and any form of retaliation within the workplace. Furthermore, the decree mandates that Pioneer’s management undergo additional training focusing on their responsibilities under Title VII. They will be required to immediately report any complaints to the human resources department and will be held accountable for any failure to take appropriate corrective action. To ensure transparency and awareness, Pioneer Gambling Hall must prominently display notices of the consent decree within the hotel and establish a centralized system for tracking and managing employee complaints. The EEOC will actively monitor Pioneer’s compliance with all terms of the decree throughout its duration.
Anna Park, regional attorney for the EEOC’s Los Angeles District, emphasized the agency’s commitment to combating systemic harassment in workplaces. She stated, “Isolated instances of harassment can quickly escalate into a full-scale hostile work environment when employers neglect their duty to take immediate, corrective action upon learning of the initial problem. We encourage employers to effectively investigate complaints and recognize color discrimination.” Amy Burkholder, director of the EEOC’s Las Vegas Local Office, further added, “People have the right to work without being the target of slurs about their country of origin or skin color. Employees also have the right to report harassment and discrimination without becoming targets of illegal retaliation. Where those federal protections are violated, the EEOC is here to help.”
This case underscores the EEOC’s focus on preventing workplace harassment through systemic litigation and investigation, a key priority outlined in the Commission’s Strategic Enforcement Plan (SEP). The settlement with Pioneer Gambling Hall serves as a reminder to employers within the hospitality and gambling industries about the importance of fostering inclusive and respectful work environments, free from discrimination and harassment. The EEOC continues its work to enforce federal laws against employment discrimination, ensuring fair treatment and equal opportunities for all workers. More information about the EEOC and its mission is available at www.eeoc.gov.
