LAS VEGAS – Pioneer Hotel, Inc., operating as Pioneer Hotel And Gambling Hall in Laughlin, Nevada, has agreed to a $150,000 settlement to resolve a lawsuit concerning national origin and color discrimination. This settlement, announced by the U.S. Equal Employment Opportunity Commission (EEOC), comes after allegations of a hostile work environment endured by Latino and brown-skinned employees.
According to the EEOC, the Pioneer Hotel and Gambling Hall subjected a class of Latino and/or brown-skinned workers to persistent racial slurs and derogatory comments starting as early as 2006. The EEOC complaint detailed that staff members in housekeeping and security departments were particularly targeted by supervisors and colleagues. Furthermore, it was alleged that these employees were prohibited from speaking Spanish even during their break times. Despite numerous complaints from the affected workers, Pioneer Hotel and Gambling Hall failed to take adequate measures to stop and correct the discriminatory harassment, the EEOC stated.
These alleged actions were in violation of Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination based on race, color, religion, sex, and national origin. The EEOC filed a lawsuit against Pioneer Hotel, Inc. in 2011 in the U.S. District Court for the District of Nevada, case number EEOC v. Pioneer Hotel, Inc. d/b/a Pioneer Hotel and Gambling Hall, Case No. 2:11-cv-01588-LRH-GWF. The lawsuit specifically cited harassment and discrimination based on national origin, Latino ethnicity, and skin color (brown) as violations of Title VII.
To resolve the legal action, the EEOC and Pioneer Hotel and Gambling Hall reached a four-year consent decree. This legally binding agreement prevents Pioneer Hotel and Gambling Hall from fostering or tolerating a hostile work environment for Latino or darker-skinned employees.
In addition to the financial settlement of $150,000 to be distributed among the affected class members, Pioneer Hotel and Gambling Hall is mandated to take several corrective actions. The company must engage an external equal employment opportunity consultant to ensure the implementation of effective policies, procedures, and comprehensive training programs for all staff members. These measures are designed to prevent future discrimination, harassment, and retaliation incidents.
Under the terms of the decree, Pioneer Hotel and Gambling Hall management will undergo enhanced 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 failing to take appropriate and timely action. Pioneer Hotel and Gambling Hall has also committed to prominently display the notice of consent decree within the hotel premises and establish a centralized system for tracking and managing employee complaints. The EEOC will actively monitor Pioneer Hotel and Gambling Hall’s compliance with the consent decree throughout its duration.
Anna Park, regional attorney for the EEOC’s Los Angeles District, emphasized the agency’s commitment to combating systemic workplace harassment. “The EEOC prioritizes addressing systemic harassment in workplaces,” Park stated. “Instances of harassment, if ignored, can quickly create a hostile work environment when employers fail to act promptly upon initial reports. We urge employers to thoroughly investigate complaints and recognize that discrimination based on color is also unlawful.”
Amy Burkholder, director of the EEOC’s Las Vegas Local Office, added, “Individuals have a fundamental right to work without being subjected to offensive slurs related to their national origin or skin color. Furthermore, employees are protected when they report harassment and discrimination, and should not face illegal retaliation for doing so. The EEOC is committed to assisting individuals when these federal protections are violated.”
Preventing workplace harassment through strategic litigation and thorough investigation is a key priority within the EEOC’s Strategic Enforcement Plan (SEP). The EEOC is the federal agency responsible for enforcing federal laws prohibiting employment discrimination. For further information, please visit www.eeoc.gov.
