LAS VEGAS – Pioneer Hotel, Inc., operating as Pioneer Hotel and Gambling Hall in Laughlin, Nevada, has agreed to a significant settlement of $150,000 to resolve a lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). This legal action addressed serious allegations of national origin and color discrimination against a class of Latino and/or brown-skinned employees at the Pioneer Hotel Laughlin. The EEOC’s announcement highlights the hotel’s failure to protect its staff from a hostile work environment.
The EEOC’s investigation revealed that since at least 2006, a number of Latino and/or brown-skinned workers at pioneer hotel laughlin were subjected to a continuous barrage of offensive and derogatory comments. These slurs targeted their national origin and skin color. Employees within the housekeeping and security departments were particularly vulnerable, facing constant abuse from supervisors and colleagues. Furthermore, the EEOC found that these workers were unjustly prohibited from speaking Spanish during their break periods. Despite numerous complaints from the affected employees, pioneer hotel laughlin allegedly failed to take adequate measures to stop and rectify the harassment and discrimination, prompting the EEOC to intervene.
These alleged actions constitute 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 proceedings against Pioneer 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 accused pioneer hotel laughlin of creating a hostile work environment through harassment and discrimination based on national origin, Latino ethnicity, and brown skin color, all in violation of Title VII.
To resolve the lawsuit, the EEOC and pioneer hotel laughlin entered into a four-year consent decree. This legally binding agreement mandates that pioneer hotel laughlin must actively prevent the creation, facilitation, or tolerance of a hostile work environment for Latino or darker-skinned employees.
Beyond the financial settlement of $150,000 to be distributed among the affected class members, pioneer hotel laughlin is required to implement substantial non-monetary remedies. The hotel must engage an external equal employment opportunity consultant to ensure the implementation of robust policies, procedures, and comprehensive training programs for all employees. These initiatives are designed to proactively prevent discrimination, harassment, and retaliation within the workplace. The consent decree also stipulates that pioneer hotel laughlin management will undergo additional training focusing on their responsibilities under Title VII. Furthermore, management will be obligated to immediately report any complaints to the human resources department and will be held accountable for failing to take prompt and appropriate corrective action. To ensure transparency and accessibility, pioneer hotel laughlin has agreed to prominently display notices of the consent decree throughout the hotel and establish a centralized system for tracking employee complaints. The EEOC will actively monitor pioneer hotel laughlin‘s compliance with all 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, stating, “Combating systemic harassment in the workplace is a priority for the EEOC. 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, further 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.”
This case underscores the EEOC’s national priorities, particularly the prevention of workplace harassment through systemic litigation and investigation, as outlined in the Commission’s Strategic Enforcement Plan (SEP). The EEOC remains dedicated to enforcing federal laws prohibiting employment discrimination and provides resources and information at www.eeoc.gov. This settlement serves as a reminder to employers in the hospitality industry and beyond about the critical need to foster inclusive and respectful workplaces, free from discrimination and harassment, and the serious consequences of failing to do so, especially for establishments like pioneer hotel laughlin.
