The U.S. Department of Labor (DOL) recently reached a resolution with an independent research center to address alleged hiring discrimination identified in a routine compliance evaluation. This case serves as a reminder for small and midsize business owners about the importance of fair hiring practices and the potential penalties for violations.
Research Center Fined After Discriminating Against 107 Applicants
The DOL’s Office of Federal Contract Compliance Programs conducted the evaluation, which alleged that the independent research center discriminated against 107 Asian applicants for positions as coronavirus contact tracers, primarily in Maryland and Delaware, between May 2020 and August 2021. This hiring discrimination, which violates Executive Order 11246, highlights the legal obligation of federal contractors not to discriminate in employment based on factors such as race, sex, color, religion, sexual orientation, gender identity, or national origin.
As part of the resolution, the independent research center will pay $95,000 in back wages and interest to the affected Asian applicants. Moreover, the center has agreed to review its hiring policies and procedures to ensure they are free from discrimination. Additionally, they will provide training to all managers, supervisors, and other company officials responsible for making hiring decisions to prevent future discrimination.
Carmen Navarro, the Office of Federal Contract Compliance Programs Midwest Regional Director, emphasized the importance of holding the independent Research Center accountable for adhering to the terms of their federal contract, which includes providing equal employment opportunities and eliminating barriers to equal employment.
A Widespread Issue
The independent research center primarily holds its contracts with the U.S. Department of Health and Human Services, which includes agencies like the Centers for Disease Control and Prevention, the Centers for Medicare/Medicaid, and the Agency for Healthcare Research and Quality.
In addition, the Office of Federal Contract Compliance Programs has launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and job placement consideration as a result of compliance evaluations and complaint investigations. This tool is meant to help individuals who believe they may be class members who applied for jobs at the independent research center during the investigative period.
This case underscores the critical importance of fair and non-discriminatory hiring practices for all businesses, regardless of their size or industry. Small and midsize business owners should ensure that their hiring processes comply with federal regulations and do not discriminate against applicants based on any protected characteristics.
Conclusion
The resolution between the DOL and the independent research center serves as a reminder of the legal obligations associated with fair hiring practices. Business owners need to prioritize equal employment opportunities and eliminate any form of discrimination during the hiring process to avoid potential legal repercussions and to foster an inclusive and diverse workplace.