Each month, the Equal Employment Opportunity Commission (EEOC) files lawsuits and settles cases covering the federal laws they are responsible for enforcing. These federal laws include:
- Title VII of the Civil Rights Act of 1964 (Title VII)
- The Pregnancy Discrimination Act
- The Pregnant Workers Fairness Act of 2022 (PWFA)
- The Equal Pay Act of 1963 (EPA)
- The Age Discrimination in Employment Act of 1967 (ADEA)
- Title I of the Americans with Disabilities Act of 1990 (ADA)
- Sections 102 and 103 of the Civil Rights Act of 1991
- Sections 501 and 505 of the Rehabilitation Act of 1973
- The Genetic Information Nondiscrimination Act of 2008 (GINA)
Below is a list of lawsuits and settlements by the EEOC in from January 16 to 31, 2025.
- EEOC Lawsuits
- EEOC Settlements
- Alabama: EEOC Sues TCI of Alabama for Sex Discrimination
- Indiana: EEOC Sues General Motors and UAW for Age Discrimination
- Michigan: PACE Southeast Michigan to Pay $170,000 in EEOC Disability Discrimination Lawsuit
- Michigan: EEOC Sues FCA US LLC for Sexual Harassment
- Minnesota: TKO Construction Services to Pay $300,000 to Settle EEOC Sex, Race and Age Discrimination Lawsuit
EEOC Lawsuits
Georgia: EEOC Sues Sam’s Club for Disability Discrimination
Allegations
Disability discrimination
Laws Involved
Americans with Disabilities Act (ADA)
State
Georgia
Summary
According to the EEOC’s lawsuit, the longtime Sam’s Club employee sought to return to her associate position at its Douglasville, Georgia store in June 2022 following a medical leave of absence after an automobile accident. The accident left her with post-concussion syndrome, upper back pain, muscle spasms and chronic lower back pain. The employee sought minor, temporary adjustments to her duties as a reasonable accommodation for her disabilities.
Shortly after returning to work and successfully performing one shift, the employee was informed by her supervisor that she could not work with restrictions and would instead need to take another leave of absence until she could work without any restrictions. As instructed, the employee sought additional leave, providing Sam’s Club with a date by which she would be capable of working without restriction. Sam’s Club then denied the employee’s requested leave and fired her. The store’s general manager told her Sam’s Club would not accommodate her injuries because they occurred outside of work.
New York: EEOC Sues FedEx for Disability Discrimination
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americans with Disabilities Act (ADA)
State
New York
Summary
According to the EEOC’s lawsuit, a successful 30-year career dispatcher for FedEx requested to continue teleworking as an accommodation for her disabilities which, among other limitations, substantially limited the employee’s ability to walk. The employee, and other disabled dispatchers, previously performed dispatcher duties remotely for nearly three years, from approximately April 2020 until February 2023.
FedEx denied continued telework based on an alleged operational need to have all its dispatchers work in the office and failed to engage with its disabled dispatchers to find alternative accommodations, according to the suit.
EEOC Settlements
Alabama: EEOC Sues TCI of Alabama for Sex Discrimination
Allegations
Sex discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Alabama
Summary
The EEOC charged that since at least August 1, 2020, TCI has discriminated against a class of female employees by systemically denying them laborer positions because of their sex. The EEOC further alleges that TCI carried out this discrimination by instructing multiple staffing agencies not to place or refer females for TCI’s laborer positions.
Indiana: EEOC Sues General Motors and UAW for Age Discrimination
Allegations
Age discrimination
Laws Involved
Age Discrimination in Employment Act (ADEA); Older Workers Benefit Protection Act (OWBPA)
State
Indiana
Summary
According to the lawsuit, since at least 2019, the agreement between the parties provided that GM will pay weekly benefits to employees who miss work due to sickness or injury. But GM paid less to employees who were entitled, by their age, to full retirement benefits through the Social Security program, leaving workers aged 66 and older with fewer benefits than younger coworkers.
Michigan: PACE Southeast Michigan to Pay $170,000 in EEOC Disability Discrimination Lawsuit
Allegations
Disability discrimination
Laws Involved
American Disabilities Act of 1990 (ADA)
State
Michigan
Summary
According to the EEOC’s lawsuit, PACE maintained a policy which treated any employee unable to return to work following the expiration of Family and Medical Leave Act (FMLA)-allowed leave as a “voluntary resignation,” resulting in termination. Two employees requested a brief leave extension of three weeks or less to return to work following the expiration of FMLA leave and provided supporting medical documentation for the extensions. PACE refused to consider the requests and instead fired the employees. Replacements for the employees were not hired until well after the employees would have been able to return to work.
Michigan: EEOC Sues FCA US LLC for Sexual Harassment
Allegations
Disability discrimination; Sexual harassment
Laws Involved
Title VII of the Civil Rights Act
State
Michigan
Summary
According to the EEOC’s lawsuit, female employees at FCA’s Detroit Assembly Complex were sexually harassed by male supervisors and co-workers. The harassing conduct included sexually explicit comments and inappropriate touching, and because some of the women complained to FCA, the company was aware of the harassment. FCA failed to act in response to some complaints or responded in an untimely or negligent manner to other complaints, including by failing to discipline the harassers. The sexually hostile work environment caused one of the women to resign, the EEOC said.
Minnesota: TKO Construction Services to Pay $300,000 to Settle EEOC Sex, Race and Age Discrimination Lawsuit
Allegations
Age discrimination; Race discrimination; Sex discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Minnesota
Summary
The EEOC’s suit alleged that an employee, who worked for TKO as a recruiter, was told by TKO employees that the company did not hire women for construction jobs, Black workers in certain areas, or individuals who were over 40 years old, because some clients supposedly did not want them. The recruiter later spoke with TKO’s president, who confirmed that it was TKO’s practice to not hire women, Black workers and older workers, according to client preferences or requests. The recruiter felt forced to resign her employment because she was expected by TKO to engage in unlawful conduct, the EEOC said.
The lawsuit also alleged that TKO failed to recruit, hire, assign or refer a class of aggrieved individuals for employment because of their sex, female; race, Black; and age, 40 years or older. The EEOC further alleged that TKO referred employees by sex and race, which resulted in women being referred to fewer hours and receiving less pay than men, and Black employees being referred to fewer hours and receiving less pay than White employees.