Pioneer Hotel, Inc., operating as Pioneer Hotel and Gambling Hall in Laughlin, Nevada, has agreed to a settlement of $150,000 and other significant remedies to resolve a lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC lawsuit, announced today, addressed charges of national origin and color discrimination against Latino and brown-skinned employees at the Pioneer Hotel And Casino.
According to the EEOC, the Pioneer Hotel and Casino fostered a hostile work environment where a class of Latino and/or brown-skinned workers endured a continuous barrage of offensive and derogatory comments related to their national origin and skin color. These discriminatory actions reportedly began as early as 2006 and primarily targeted staff within the housekeeping and security departments. Supervisors and co-workers allegedly subjected these employees to racial slurs and discriminatory remarks. Further অভিযোগ, Latino and brown-skinned employees were also instructed not to speak Spanish during their break times, adding to the discriminatory atmosphere at Pioneer Hotel and Casino. Despite multiple complaints from the affected workers, Pioneer Hotel management failed to take adequate steps to stop or rectify the harassment and discrimination, as stated by the EEOC.
Alt text: Pioneer Hotel and Casino in Laughlin, Nevada, under scrutiny for racial discrimination lawsuit.
This alleged conduct is a 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 initiated legal action against Pioneer Hotel, Inc. in 2011 in the U.S. District Court for the District of Nevada (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 Pioneer Hotel and Casino’s harassment and discrimination based on national origin, Latino ethnicity, and brown skin color violated Title VII of the Civil Rights Act.
To resolve the lawsuit, the EEOC and Pioneer Hotel and Casino entered into a four-year consent decree. This legally binding agreement prevents Pioneer Hotel and Casino from creating, facilitating, or allowing 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 Casino is mandated to implement several corrective actions. These include hiring an external equal employment opportunity (EEO) consultant. This consultant will be responsible for ensuring the hotel implements effective policies, procedures, and comprehensive training programs for all employees. The aim is to prevent future discrimination, harassment, and retaliation incidents at Pioneer Hotel and Casino.
Alt text: EEOC logo, the U.S. Equal Employment Opportunity Commission, committed to fighting workplace discrimination.
Under the terms of the consent decree, Pioneer Hotel and Casino management will undergo enhanced training focusing on their responsibilities under Title VII. They are also required to immediately report any discrimination complaints to the human resources department and will be held accountable for failing to take prompt and appropriate action in response to such complaints. Furthermore, Pioneer Hotel and Casino has agreed to prominently display notices of the consent decree within the hotel premises and establish a centralized system to effectively track and manage employee complaints. The EEOC will actively monitor Pioneer Hotel and Casino’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 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, 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.”
Preventing workplace harassment through systemic litigation and investigation is a key priority within the EEOC’s Strategic Enforcement Plan (SEP). The EEOC continues to be vigilant in enforcing federal laws against employment discrimination, ensuring fair and equitable workplaces for all. More information about the EEOC and its mission can be found at www.eeoc.gov.
