Pioneer Hotel Inc., operating as Pioneer Hotel and Gambling Hall in Laughlin, Nevada, has agreed to a settlement of $150,000 to resolve a lawsuit concerning national origin and color discrimination. The lawsuit was filed by the U.S. Equal Employment Opportunity Commission (EEOC) and highlights serious allegations of workplace misconduct.
According to the EEOC, a class of Latino and brown-skinned employees at Pioneer Hotel Casino faced a continuous barrage of offensive and discriminatory remarks. These slurs, targeting their national origin and skin color, allegedly began as early as 2006. Housekeeping and security staff were particularly victimized, enduring constant abuse from supervisors and colleagues alike. Adding to the hostile environment, Pioneer Hotel Casino management reportedly prohibited Latino employees from speaking Spanish even during their break times. Despite numerous complaints from the affected workers, Pioneer Hotel Casino failed to take adequate steps to stop or correct this discriminatory behavior, prompting the EEOC to intervene.
This alleged conduct was deemed a violation of Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination based on race, color, religion, sex, or national origin. The EEOC initiated legal action against Pioneer Hotel Casino 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 addressed the harassment and discrimination based on national origin, Latino ethnicity, and brown skin color.
To resolve the legal dispute, Pioneer Hotel Casino and the EEOC have entered into a four-year consent decree. This legally binding agreement prevents Pioneer Hotel Casino from fostering or tolerating a hostile work environment for Latino or darker-skinned employees.
Beyond the financial settlement of $150,000 to be distributed among the affected employees, Pioneer Hotel Casino is mandated to implement significant changes in its workplace practices. The hotel will 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. Furthermore, Pioneer Hotel Casino management will undergo enhanced training 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 failing to act on such reports appropriately. As part of the consent decree, Pioneer Hotel Casino must also publicly display notices of the decree within the hotel premises and establish a centralized system for tracking employee complaints. The EEOC will actively monitor Pioneer Hotel Casino’s compliance with these terms throughout the decree period.
Anna Park, regional attorney for the EEOC’s Los Angeles District, emphasized the agency’s commitment to combating systemic harassment, stating that unchecked isolated incidents can rapidly create a hostile work environment. She urged employers to diligently investigate complaints and recognize color discrimination as a serious issue. Amy Burkholder, director of the EEOC’s Las Vegas Local Office, reinforced the fundamental right of individuals to work without facing derogatory slurs related to their origin or skin color, and to report discrimination without fear of reprisal. The EEOC stands ready to protect these federal rights.
Preventing workplace harassment through strategic litigation and thorough investigation remains a key priority within the EEOC’s Strategic Enforcement Plan. The EEOC is the federal agency responsible for enforcing federal anti-discrimination laws in employment. Additional information about the EEOC and its mission is available at www.eeoc.gov.
