The Pioneer Hotel and Gambling Hall in Laughlin, Nevada, has agreed to a settlement of $150,000 and other relief measures in response to a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit, brought against Pioneer Hotel, Inc., addressed allegations of national origin and color discrimination against a class of Latino and/or brown-skinned employees.
According to the EEOC, the charges stemmed from a sustained period of offensive and derogatory comments directed at Latino and brown-skinned workers, dating back to at least 2006. Staff members in the housekeeping and security departments of the Laughlin Pioneer Hotel were reportedly frequent targets of racial slurs from supervisors and colleagues. Furthermore, the EEOC asserted that these employees were instructed not to speak Spanish during their breaks. Despite repeated complaints from the affected workers, Pioneer Hotel allegedly failed to take adequate steps to stop and rectify the discriminatory harassment.
This alleged conduct was deemed to be in violation of Title VII of the Civil Rights Act of 1964. The EEOC initiated legal action against Pioneer 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 claimed that the harassment and discrimination based on national origin, Latino ethnicity, and skin color (brown) contravened Title VII of the Civil Rights Act.
To resolve the legal proceedings, the EEOC and Laughlin Pioneer Hotel reached a four-year consent decree. This decree legally binds Pioneer Hotel to refrain from creating, facilitating, or tolerating a hostile work environment for employees of Latino origin or with darker skin tones.
In addition to the financial settlement of $150,000 to be distributed among the affected class members, Pioneer Hotel is mandated to engage an external equal employment opportunity consultant. This consultant will be responsible for ensuring the implementation of effective policies, procedures, and comprehensive training programs for all Laughlin Pioneer Hotel employees. These measures are designed to proactively prevent future instances of discrimination, harassment, and retaliation within the workplace.
The consent decree also stipulates that management at the Laughlin Pioneer Hotel will undergo enhanced training focusing on their responsibilities under Title VII. They will be required to promptly report any complaints to the human resources department and will be held accountable for ensuring appropriate and timely action is taken in response to such reports. Moreover, Pioneer Hotel has committed to publicly displaying the notice of consent decree within the hotel premises and establishing a centralized system for tracking and managing employee complaints. The EEOC will actively monitor Pioneer Hotel’s adherence to the terms of 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 harassment in workplaces. “Combating systemic harassment in the workplace is a priority for the EEOC,” Park 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 commented on the importance of a discrimination-free work environment. “People have the right to work without being the target of slurs about their country of origin or skin color,” Burkholder said. “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.”
The EEOC’s Strategic Enforcement Plan (SEP) identifies preventing workplace harassment through systemic litigation and investigation as a key national priority. The EEOC is the federal agency responsible for enforcing federal laws prohibiting employment discrimination. Additional information about the EEOC and its work is available at www.eeoc.gov.
