Maryland staffing agency Green JobWorks LLC (“Green JobWorks”) gets to pay almost $2.7M for a pattern or practice of sex discrimination against female workers.
In a lawsuit filed by the U.S. Equal Employment Opportunity Commission (“EEOC”), the EEOC alleged Green JobWorks refused to hire female workers for demolition and laborer positions or to assign them to those positions because of their sex and that Green JobWorks also assigned work duties based on the worker’s sex. For almost 60 years, Title VII of the Civil Rights Act of 1964 has said employers can’t do that.
A federal court in Baltimore entered default judgment against Green JobWorks and awarded 48 female workers a total of $2,692,265 – $665,566 in lost wages plus interest and $2,026,698 in punitive damages.
What this means to you:
As the law has said for decades, hiring decisions, job assignments, and other employment-related decisions cannot be based on an individual’s sex, gender, or other protected characteristic. Rather, employers must base decisions on the individual’s skill, knowledge, and other legitimate, non-discriminatory requirements for the position.
Employers must understand what they can and cannot consider in hiring decisions and job assignments, and what they can and cannot ask in the interview process. To learn about our Respectful Workplace, Managing Within the Law, or other programs or to book a workshop, please call 800-458-2778 or email us.
Updated 06-06-2023
Information here is correct at the time it is posted. Case decisions cited here may be reversed. Please do not rely on this information without consulting an attorney first.
