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I-9 E-Verify Immigration Compliance

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  1. Columbine Management Settles National Origin Lawsuit for $335,000

    By: Bruce Buchanan, Sebelist Buchanan Law PLLC

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    Columbine Management Services Inc. has agreed to pay $335,000 to settle allegations by the Equal Employment Opportunity Commission (EEOC) that it fired care providers because they were from Ethiopia or Sudan.

    Columbine Management also agreed to change the employees’ terminations to resignations, provide them with neutral references, and administer Title VII training (related to non-discrimination based on national origin and other protected classes) to supervisory and managerial employees for a two-year decree.

    The suit, which the EEOC initiated in July 2015, alleged a director for Columbine’s New Mercer Commons facility told a staff member that the facility should get rid of “these people because they just can’t speak English.” This statement was about employees from Ethiopia or Sudan.

    This case was handled by the EEOC because Columbine Management had 15 or more employees. If an employer has between 4 and 14 employees, the Immigrant and Employee Rights (IER) Section of the Department of Justice has jurisdiction over the national origin discrimination claim.

    This settlement is another example of how employers need to provide training to their supervisory and managerial staff on avoidance of national origin discrimination as well as other types of discrimination. For more information on avoiding national origin discrimination and unfair documentary practices related to employer immigration compliance, I invite you to read my new book, The I-9 and E-Verify Handbook, which is available at http://www.amazon.com/dp/0997083379.
  2. Six-Figure Back Pay to Settle Cases with Immigrants

    By Bruce Buchanan, Siskind Susser P.C.

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    Two companies have recently agreed to settle wage and hour claims involving immigrant employees for between $300,000 and $500,000. In one case, Kevin Corriveau Painting Inc. and three owners or officers settled with U.S. Department of Labor by agreeing to pay $437,300 in wages and damages to employees, many of whom were immigrants, plus a $62,700 civil penalty. Additionally, Corriveau Painting agreed to stop intimidating employees with threats to report them to immigration authorities.

    In a separate case, U.S. District Judge Robert Blackburn approved a $305,000 settlement between Carniceria y Verduleria Guadalajara, a Mexican butcher shop and grocer ( located in Denver), and workers - who were mainly immigrants, concerning the employer’s alleged failure to pay minimum wage and overtime. The plaintiff, Mancia Rivera, who worked at Guadalajara from 2009 to 2013, sued through a class action accusing the store of routinely working employees more than 40 hours a week, but not paying them minimum wage, or time-and-a-half for overtime, as the law requires. The workers received $173,701 to compensate them for wage losses, lead plaintiff Rivera received an additional $7,500 incentive award, and the plaintiffs’ attorneys received $100,000 with the remaining $25,000 going toward administrative expenses.

    Although Guadalajara did not commit any immigration violations, often employers, such as Corriveau Painting, who hire immigrants, undocumented and documented workers, also violate wage and hour laws.


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