LAS VEGAS – Pioneer Hotel, Inc., operating as Pioneer Hotel Casino Laughlin in Laughlin, Nevada, has agreed to a settlement of $150,000 and other significant relief measures. This resolution comes in response to a national origin and color discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), as announced by the federal agency.
The EEOC’s lawsuit detailed allegations that a class of Latino and/or brown-skinned employees at Pioneer Hotel Casino Laughlin endured a sustained barrage of offensive and discriminatory remarks related to their national origin and skin color, dating back to at least 2006. According to the EEOC, staff members in the housekeeping and security departments were particularly targeted with racial slurs by multiple supervisors and colleagues. Further অভিযোগ, Latino / brown-skinned workers were also instructed to refrain from speaking Spanish during their break periods. Despite repeated complaints from the affected employees, Pioneer Hotel Casino Laughlin allegedly failed to take adequate steps to stop and rectify the harassment and discrimination.
These alleged actions were deemed violations of Title VII of the Civil Rights Act of 1964. The EEOC initiated legal proceedings against Pioneer Hotel, Inc. in 2011 at 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 asserted that the harassment and discrimination based on national origin, Latino ethnicity, and skin color (brown) constituted a breach of Title VII of the Civil Rights Act.
To resolve the legal dispute, the EEOC and Pioneer Hotel Casino Laughlin entered into a four-year consent decree. This legally binding agreement prohibits Pioneer Hotel Casino Laughlin from fostering, enabling, or permitting 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 Casino Laughlin 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 employees. These measures are designed to proactively prevent discrimination, harassment, and retaliation within the workplace. The consent decree further stipulates that Pioneer Hotel Casino Laughlin management will undergo enhanced 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 action. Pioneer Hotel Casino Laughlin has also committed to prominently display the notice of consent decree within the hotel premises and establish a centralized system for tracking employee complaints. The EEOC will maintain oversight and monitor Pioneer’s compliance with the terms of the 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. “Addressing systemic harassment in the workplace is a high priority for the EEOC,” Park stated. “Isolated incidents of harassment can quickly escalate into a pervasive hostile work environment if employers neglect their responsibility to take immediate and effective corrective action upon being alerted to the initial problem. We urge employers to thoroughly investigate complaints and recognize color discrimination as a serious issue.”
Amy Burkholder, director of the EEOC’s Las Vegas Local Office, added, “Individuals have a fundamental right to work without being subjected to derogatory remarks about their country of origin or skin color. Employees also have the right to report incidents of harassment and discrimination without fear of illegal retaliation. When these federal protections are violated, the EEOC is committed to providing assistance and ensuring justice.”
Systemic litigation and investigation aimed at preventing workplace harassment are integral components of the six national priorities outlined in the EEOC’s Strategic Enforcement Plan (SEP).
The EEOC is the federal agency tasked with enforcing federal laws prohibiting employment discrimination. Further information about the EEOC and its work is available at www.eeoc.gov.
