A Henderson auto dealership has agreed to pay $150,000 to settle a lawsuit contending two black employees were subjected to discrimination at the business.
The U.S. Equal Employment Opportunity Commission filed suit in 2010 against Shack-Findlay Automotive LLC, doing business as Findlay Honda, and against Findlay Automotive Group.
The EEOC claimed a black employee, Sydney Robinson, was subjected to racial slurs and was humiliated when his boss told him to get on his knees and beg for his job. The suit also contained allegations that Robinson was unlawfully fired for opposing the alleged hostile work environment and that another black employee, Jason Grinstead, was fired because of discriminatory company disciplinary policies.
Shack-Findlay in 2010 denied the allegations, and in settlement papers filed Tuesday in federal court in Las Vegas the company continued to deny the claims of discrimination.
Nevertheless, it agreed to close the case in part to avoid the time, expense and uncertainty of further litigation, the company said.
The dealership will pay Robinson and Grinstead a total of $150,000, and it agreed to the entry of an injunction barring it from discriminating against employees based on race.
Shack-Findlay also agreed that it would not retaliate against anyone who has opposed practices that are discriminatory, harassing or retaliatory, would hire a consultant to monitor its compliance with equal opportunity laws and would beef up its anti-discrimination, complaint resolution and training procedures.
The dealership will also post a notice for employees saying alleged violations of its policy against harassment, discrimination and retaliation will be thoroughly investigated.
"Individuals found to have violated that policy will be subject to discipline up to and including termination of employment," the notice says. "All employees will undergo training to correct and prevent unlawful harassment and discrimination towards employees."
"We commend Shack-Findlay Automotive for taking proactive measures to ensure a workplace free of discrimination," Anna Park, regional attorney at the EEOC’s Los Angeles District Office, said in a statement. "We encourage other employers to take steps to ensure that managers are trained about their obligations under Title VII (of the Civil Rights Act)."