According to the EEOC’s complaint, a class of Latino and/or brown-skinned employees at the Pioneer Hotel & Gambling Hall faced persistent and offensive harassment based on their national origin and skin color, dating back to at least 2006. The EEOC highlighted that staff members in housekeeping and security departments were particularly targeted with racial slurs by supervisors and colleagues. Furthermore, it was alleged that these employees were instructed not to speak Spanish even during their break periods. Despite repeated complaints from the affected workers, Pioneer Hotel & Gambling Hall reportedly 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 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 addressed the harassment and discrimination against Latino and brown-skinned workers based on their national origin and color, asserting violations of Title VII.
To resolve the lawsuit, the EEOC and Pioneer Hotel & Gambling Hall entered into a four-year consent decree. This legally binding agreement prevents Pioneer 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 & Gambling Hall is mandated to implement several corrective measures. The company is required to hire an external equal employment opportunity consultant. This consultant will be responsible for ensuring the implementation of effective policies, procedures, and training programs for all employees. The aim is to proactively prevent discrimination, harassment, and retaliation within the workplace.
Under the terms of the decree, management at Pioneer Hotel & Gambling Hall will undergo enhanced training focusing on their responsibilities under Title VII. They will be obligated to promptly report any complaints to the human resources department and will be held accountable for failing to take appropriate action in response to such reports. Pioneer has also committed to publicly posting notices of the consent decree within the hotel premises and establishing a centralized system for tracking employee complaints. The EEOC will actively monitor Pioneer’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. “The EEOC prioritizes addressing systemic harassment,” Park stated. “Instances of harassment, if not addressed promptly, can quickly create a hostile work environment when employers fail to take immediate corrective action upon being alerted to the initial problem. We urge employers to thoroughly investigate complaints and to be aware of color discrimination.”
Amy Burkholder, director of the EEOC’s Las Vegas Local Office, added, “Individuals have the right to work without being subjected to derogatory remarks about their national origin or skin color. Employees also have the right to report harassment and discrimination without fear of illegal retaliation. The EEOC is dedicated to assisting when these federal protections are violated.”
Systemic litigation and investigation to prevent workplace harassment is a key priority within the EEOC’s Strategic Enforcement Plan (SEP).
The EEOC is the federal agency responsible for enforcing federal anti-discrimination laws in employment. More information is available on the EEOC’s website at www.eeoc.gov.
