LAS VEGAS – Pioneer Hotel, Inc., operating as Pioneer Hotel and Gambling Hall in Laughlin, Nevada, has agreed to a $150,000 settlement and further relief measures to resolve a lawsuit concerning national origin and color discrimination. This settlement, announced by the U.S. Equal Employment Opportunity Commission (EEOC), addresses allegations of a hostile work environment endured by Latino and brown-skinned employees.
The EEOC’s lawsuit, initiated in 2011, stemmed from claims that a class of Latino and/or brown-skinned workers at the Pioneer Hotel and Gambling Hall faced persistent racial slurs and derogatory remarks regarding their national origin and skin color, dating back to at least 2006. According to the EEOC, these abuses were particularly directed at staff within the housekeeping and security departments, with multiple supervisors and co-workers allegedly involved in perpetrating the harassment. Adding to the discriminatory environment, employees of Latino descent or with brown skin were reportedly instructed to refrain from speaking Spanish during their break periods. Despite repeated complaints from the affected workers, Pioneer Hotel and Gambling Hall allegedly failed to take adequate measures to stop and rectify the discriminatory behavior.
These alleged actions were deemed violations 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’s legal action, EEOC v. Pioneer Hotel, Inc. d/b/a Pioneer Hotel and Gambling Hall, Case No. 2:11-cv-01588-LRH-GWF, was filed in the U.S. District Court for the District of Nevada, asserting that Pioneer Hotel and Gambling Hall’s conduct constituted unlawful harassment and discrimination.
To resolve the legal dispute, the EEOC and Pioneer Hotel and Gambling Hall reached a four-year consent decree. This legally binding agreement explicitly forbids Pioneer Hotel and Gambling Hall from fostering, enabling, or tolerating a work environment that is hostile towards Latino or darker-skinned employees.
In addition to the injunctive relief, Pioneer Hotel and Gambling Hall is obligated to pay $150,000 to the affected class members. The settlement also mandates the engagement of an external equal employment opportunity consultant. This consultant will be responsible for ensuring that Pioneer Hotel and Gambling Hall implements robust policies, procedures, and comprehensive training programs for all employees. These measures are designed to proactively prevent discrimination, harassment, and retaliation within the workplace. The consent decree further stipulates that Pioneer Hotel and Gambling Hall’s management must undergo additional training focusing on their responsibilities under Title VII. They will also be required to promptly report any complaints to the human resources department and will be held accountable for failing to take appropriate corrective actions when discriminatory practices are reported. Pioneer Hotel and Gambling Hall has also committed to publicly displaying the notice of the consent decree within the hotel premises and establishing a centralized system for tracking employee complaints. The EEOC will actively monitor Pioneer Hotel and Gambling Hall’s compliance with the terms of the decree over the four-year period.
“Combating systemic harassment in the workplace remains a high priority for the EEOC,” stated Anna Park, regional attorney for the EEOC’s Los Angeles District. “Instances of harassment, if not addressed promptly, can escalate into a pervasive hostile work environment when employers neglect their responsibility to take immediate and corrective action upon being alerted to the issue. We urge employers to diligently investigate complaints and be aware of color discrimination.”
Amy Burkholder, director of the EEOC’s Las Vegas Local Office, further commented, “Individuals are entitled to work without being subjected to derogatory slurs targeting their national origin or skin color. Employees also possess the right to report harassment and discrimination without fear of illegal retaliation. When these federal protections are violated, the EEOC is committed to providing assistance.”
The EEOC’s Strategic Enforcement Plan (SEP) identifies the prevention of workplace harassment through systemic litigation and investigation as one of its six national priorities, underscoring the agency’s commitment to eradicating discriminatory practices.
The EEOC is the federal agency tasked with enforcing federal laws prohibiting employment discrimination. More information about the EEOC and its work is available at www.eeoc.gov.
