Fort Worth Company ties have been issued to pay settlements to resolve lawsuit discrimination cases based on disability and age of workers. Central Freight Line in Waco will have to shell out $400,000 in settlements brought by the U.S. Equal Employment Opportunity Commission for eight sock workers who were fired based on age discrimination. The men were terminated as a part of reduction in force and an attempt to trick the removal of workers. All eight workers were 50 years of age or older and had been serving the company for at least 20 years. The lawsuit charged a supervisor for using derogatory terms relating to the men’s age such as “grandpa”, and was accused of modifying attendance policies so men with few disciplinary write-ups were eligible for termination.
Barry Moscowitz, Dallas attorney representing Central Freight, said the lawsuit was settled to avoid the expenditures resulting from legal action. In addition, Moscowitz noted not only those eight employees who were laid off, five employees under age 40 were let go as well.
Attorney Moscowitz also said the EEOC was misleading about the hiring of Central Freight’s younger workers, recalling the first 18 people originally hired were considered part-time workers and of those 18, half were over 40.
In addition, Service Temps, also in close ties with the Fort Worth Company, lost the appeal of a jury to a woman suffering from disability discrimination, awarding her $103,200 with the 5th U.S. Circuit Court of Appeals.
In addition, “The company refused to conduct an interview” or consider her for the position, and a manager told her “she would not be hired because she could not hear,” the agency said.
EEOC’s lawsuit blamed the company for refusing to hire a woman for a stock clerk position “upon learning that … [she] is deaf,” the agency said. However; after meeting with a sign language interpreter, the woman said she was capable of executing the clerk job and had many years of experience under her belt. Appellate court documents day the manager rebutted this statement by warning the woman that working in this type of environment would be unsafe for her.
Todd H. Tinker, company attorney, reported in an e-mail that the plea was based on Service Temps in Dallas telling the woman she was welcome to go through pre-employment screening if she wanted. However, Tinker reported that the EEOC did not provide the company’s response to the woman.
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