January 30, 2025

The U.S. Equal Employment Opportunity Commission (EEOC) recently sued a recycling company due to systematic discrimination. According to the lawsuit, the recycling company refused to employ women in positions as laborers due to their sex. The recycling company is located in Alabama and recycles large items, including electrical equipment and transformers, among other items.

The EEOC claimed that as of at least August 1, 2020, the company discriminated against a class of female employees by denying them jobs as laborers. As part of this discrimination, the recycling company told several staffing agencies that they should not refer or place females in laborer jobs. However, this policy violates Title VII of the Civil Rights Act of 1964.

The EEOC warned employers that Title VII explicitly bans employers from discriminating against workers based on their sex. Unfortunately, the EEOC and recycling company failed to reach a pre-litigation settlement during conciliation. As a result, the lawsuit appeared in the U.S. District Court for the Northern District of Alabama (EEOC V. TCI of Alabama, LLC, Civil Action No. 4:25-cv-00089-SGC).

According to the EEOC Chair, “The EEOC prioritizes cases where the agency can efficiently and effectively serve the public interest by addressing widespread discrimination.” Furthermore, the Chair stressed how “This case demonstrates that even today, many women still face barriers to obtaining jobs traditionally held by men. Employers cannot deny job opportunities to women based on sex, and the EEOC will not hesitate to act if they do so.”

The Birmingham District Director also made a statement concerning the barriers. According to the Director, the EEOC intends to stop the discrimination many face. Hence, barriers to employment based on sex or other illegal factors are a priority in the agency’s enforcement. The EEOC’s regional attorney in Birmingham, Alabama, stated that discriminating against female workers due to their sex has been illegal since 1964. As such, the EEOC would defend women’s rights to equal employment opportunities when employers ignore the law, whether directly or through staffing agencies.

This case shows the importance of complying with Title VII and other employment regulations. Failure to comply with these regulations can lead to fines, penalties, or costly lawsuits. As such, employers must know of and comply with all local, state, and federal laws in the hiring process, including the background screening process. The best way to ensure compliance during the background screening is to partner with an experienced background check company.

Background checks are made easy with JDP. Ask any questions you may have and learn more by contacting a sales rep today.

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