LAS VEGAS – The Pioneer Hotel in Laughlin, Nevada, has agreed to a settlement of $150,000 and other significant relief following a national origin and color discrimination lawsuit. This lawsuit was brought by the U.S. Equal Employment Opportunity Commission (EEOC), as announced by the federal agency. The case highlights serious allegations of workplace discrimination at The Pioneer Hotel Laughlin.
The EEOC’s অভিযোগ stated that since at least 2006, a class of Latino and brown-skinned employees at the Pioneer Hotel Laughlin were subjected to a continuous barrage of offensive and derogatory remarks. These comments targeted their national origin and skin color. According to the EEOC, staff members in housekeeping and security departments were particularly victimized by slurs from multiple supervisors and colleagues. Further অভিযোগs included claims that Latino and brown-skinned employees were prohibited from speaking Spanish even during their break times. Despite numerous complaints from the affected workers, the Pioneer Hotel Laughlin allegedly failed to take adequate measures to stop and correct the harassment and discrimination.
This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964. 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 contended that the Pioneer Hotel Laughlin discriminated against workers based on national origin (Latino) and color (brown), thereby violating Title VII of the Civil Rights Act.
Settlement Reached to Resolve Discrimination Claims
To resolve the lawsuit, the EEOC and the Pioneer Hotel Laughlin have entered into a four-year consent decree. This decree legally binds Pioneer to prevent the creation, facilitation, or tolerance of 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, the Pioneer Hotel Laughlin is mandated to engage an external equal employment opportunity consultant. This consultant will be responsible for ensuring the hotel implements effective policies, procedures, and comprehensive training programs for all employees. These measures are designed to prevent future incidents of discrimination, harassment, and retaliation at the Pioneer Hotel Laughlin.
Enhanced Training and Accountability Measures
Under the terms of the consent decree, management at the Pioneer Hotel Laughlin will undergo supplementary training focusing on their responsibilities under Title VII. They will be required to immediately report any complaints to the human resources department and will be held personally accountable for failing to take appropriate and timely action on such complaints. Furthermore, the Pioneer Hotel Laughlin has agreed to prominently display notices regarding the consent decree within the hotel premises. A centralized system will also be established to effectively track and manage any future discrimination complaints. The EEOC will actively monitor the Pioneer Hotel Laughlin‘s compliance with the decree throughout its four-year term.
EEOC’s Commitment to Combating Workplace Harassment
Anna Park, regional attorney for the EEOC’s Los Angeles District, stated, “Combating systemic harassment in the workplace is a high priority for the EEOC.” She emphasized the danger of isolated harassment incidents escalating into a hostile work environment if employers fail to act promptly and decisively upon initial reports. Park encouraged employers to thoroughly investigate complaints and to be vigilant in recognizing and addressing color discrimination in the workplace.
Amy Burkholder, director of the EEOC’s Las Vegas Local Office, added, “People have a fundamental right to work without enduring slurs directed at their origin or skin color. Employees are also protected when they report harassment and discrimination; they should not become targets of illegal retaliation for speaking out. When these federal protections are violated, the EEOC is committed to providing assistance.”
Systemic litigation and investigation aimed at preventing workplace harassment are key components of the Commission’s Strategic Enforcement Plan (SEP), identifying it as one of six national priorities.
The EEOC is the agency responsible for enforcing federal laws prohibiting employment discrimination. More information about the EEOC and its work is available at www.eeoc.gov.
