CHICAGO – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has entered into a conciliation agreement with Pitney Bowes, to resolve alleged hiring discrimination at five of its facilities. 

Pursuant to the agreement, Pitney Bowes will pay $1,590,000 in back wages and interest to 468 applicants. The company will extend 106 job offers to the affected applicants.

A routine compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs found that from May 3, 2019 to May 3, 2021, Pitney Bowes discriminated against Black, Hispanic, and White applicants for mail-sorting positions in Urbandale, Iowa; Levittown Town and Reading, Pennsylvania; Grand Prairie, Texas; and Brown Deer, Wisconsin. The agency determined the company’s actions violated Executive Order 11246 which prohibits federal contractors from discriminating in employment based on race, color, religion, sex, sexual orientation, gender identity, or national origin. 

“A settlement of this magnitude sends a clear message that federal contractors will be held accountable for discriminatory hiring practices,” said Office of Federal Contract Compliance Programs Acting Director Michele Hodge. “Compliance with the law is not optional.”

“The Office of Federal Contract Compliance Programs takes the obligations of federal contractors seriously, particularly those that require employers to provide equal employment opportunities for all qualified job applicants,” said Office of Federal Contract Compliance Programs Regional Director Carmen Navarro in Chicago. 

Based in Stamford, Connecticut, Pitney Bowes provides technology, logistics, and financial services to more than 90 percent of the Fortune 500. Its clients include many U.S. government agencies and small businesses, large enterprises and retail operations around the world.

The Office of Federal Contract Compliance Programs launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you may be a class member who applied for jobs at Pitney Bowes during the investigative period of May 3, 2019 and May 3, 2021, please use OFCCP’s Class Member Locator to learn more about this and other settlements. 

In addition to EO 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, prohibit federal contractors and subcontractors from discrimination in employment because of disability or status as a protected veteran.

VERONA, VA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has entered into a conciliation agreement with Daikin Industries to resolve alleged race-based hiring discrimination affecting Black applicants at its Verona facility.

Pursuant to the agreement, Daikin Industries will pay $100,000 in back wages and interest to 98 Black applicants. Daikin will also extend three job offers to identified class members. 

“Federal contractors that accept taxpayer funds to fulfill contracts know that equal employment opportunity and compliance with federal regulations are non-negotiable,” said Office of Federal Contract Compliance Programs Regional Director Samuel B. Maiden in Philadelphia. “The Office of Federal Contract Compliance Programs will make certain the issues raised in this compliance evaluation are resolved and that Daikin Industries puts procedures in place to safeguard the process for future applicants.”

A routine compliance review by OFCCP found Daikin Industries LTD discriminated against 98 Black applicants for assembler positions at its Daikin Applied Staunton facility from Jan. 1, 2020, through Dec. 31, 2020.

OFCCP determined that Daikin Industries actions violated Executive Order 11246 which prohibits federal contractors from discriminating in employment based on race, color, religion, sex, sexual orientation, gender identity, or national origin. 

Daikin Industries LTD is a multinational company based in Japan with U.S. headquarters in Minneapolis, Minnesota. The company has contracts with the General Services Administration to provide federal agencies with air conditioning, heating and ventilation. 

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you may be a class member who applied for assembler jobs at Daikin Industries during the investigative period, please use OFCCP’s Class Member Locator to learn more about this and other settlements.

In addition to EO 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, prohibit  federal contractors and subcontractors from discrimination in employment because of disability or status as a protected veteran.

Learn more about OFCCP.

ALLENTOWN, PA – The U.S. Department of Labor Office of Federal Contract Compliance Programs has entered into a conciliation with B. Braun Medical Inc., to resolve allegations that the federal contractor breached a 2020 agreement to address discrimination against female employees and applicants at its Allentown manufacturing facility.

An OFCCP review of progress reports provided by the company found that B. Braun Medical did not comply with a September 2020 conciliation agreement. The employer entered into the agreement after a routine compliance evaluation by OFCCP which alleged that it discriminated against female applicants for warehouse associate positions. Specifically, OFCCP determined that from Jan. 1, 2017, through Dec. 31, 2017, the employer steered female applicants into lower-paying positions as general manufacturing associates.

OFCCP determined the company’s actions violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color, sex, gender identity or national origin. 

To resolve the new allegations, the company has agreed to pay $75,984 in back pay and interest to 24 qualified female applicants not selected during the monitoring period. 

B. Braun Medical will also collaborate with the department’s Employment and Training Administration’s Office of Apprenticeship to assist female workers in obtaining the certifications and training needed to fill warehouse associate roles. To assist the process, the employer must set aside no less than $35,000 per year to support transportation and childcare subsidies as needed for those in training.  

B. Braun Medical Inc. is a subsidiary of the B. Braun Group of Companies that employs more than 64,000 people in 64 countries, including 8,500 employees at more than 30 locations in North America. The company has contracts with many federal departments and agencies.

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you or someone you know may be an applicant eligible for back pay or job opportunities from this settlement, please use the OFCCP Class Member Locator to learn more about these and other settlements.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, prohibit federal contractors and subcontractors from discrimination in employment because of disability or status as a protected veteran.

Learn more about OFCCP.

WHIPPANY, NJ – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has entered into a conciliation agreement with UniFirst Corp. to resolve alleged gender-based pay discrimination at its Whippany location.

Pursuant to the agreement, UniFirst Corp. will pay $226,341 in back pay and interest to 48 female production department employees. The company has also agreed to review its policies and practices, including the base salaries of production department employees for compensation disparities.

“The U.S. Department of Labor is committed to combating pay discrimination and making sure federal contractors pay fair compensation to all employees as required by law,” said Office of Federal Contract Compliance Programs Regional Director Samuel B. Maiden in Philadelphia. 

A routine compliance review by OFCCP found that since July 1, 2020, UniFirst Corp. paid female employees in production non-supervisory positions less than their male counterparts. 

OFCCP determined that the company’s actions violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color, sex, gender identity or national origin. 

Headquartered in Wilmington, Massachusetts, UniFirst Corp. has entered into similar conciliation agreements after OFCCP alleged violations in Charlotte, North Carolina in 2017, in Nashua, New Hampshire in 2020 and in New Kensington, Pennsylvania in 2022.

Founded in 1936, UniFirst Corp. provides services under federal contract with the U.S. Air Force, the U.S. Navy and other federal agencies. The company employs about 14,000 employees in North America and Europe.

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you may be a member of the affected class at UniFirst during the investigative period, please use OFCCP’s Class Member Locator to learn more about these and other settlements.

In addition to EO 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, prohibit federal contractors and subcontractors from discrimination in employment because of disability or status as a protected veteran.

Learn more about OFCCP. 

WASHINGTON – The U.S. Department of Labor announced today the designation of additional federally funded construction projects for participation in the Mega Construction Project Program. 

Launched by the Office of Federal Contract Compliance Programs in March 2023, the program fosters equal opportunity in the construction trades workforce, helping to expand access to the millions of good-paying jobs being created by President Biden’s Investing in America agenda. 

The Mega Construction Project Program brings the public and private sectors together on a select group of “megaprojects,” for which OFCCP provides contractors and subcontractors compliance assistance to strengthen recruitment, hiring and employment practices. The assistance focuses on removing barriers to opportunity for underrepresented communities including women, people of color, veterans and individuals with disabilities.

Megaprojects are large federal construction projects valued at $35 million or more – some part of which must be federal funding – and that last more than one year.

For each of these projects, OFCCP engages a wide range of community stakeholders – including unions, community-based organizations, pre-apprenticeship programs and registered apprenticeship programs – to provide contractors with connections to diverse recruitment sources, including in underrepresented and underserved communities, so that projects can fully tap into the local workforce and get the needed talent. 

The agency also provides technical assistance on how contractors can foster workplaces free from harassment and discrimination and address ongoing barriers to recruitment and retention. In addition, OFCCP conducts compliance reviews to evaluate contractors’ equal opportunity practices.

For the 12 newly designated megaprojects, OFCCP partnered with the Department of Transportation, Department of Energy, General Services Administration and Environmental Protection Agency. OFCCP applied a set of neutral criteria to designate megaprojects from a wider pool of eligible projects. These newly designated projects build on OFCCP’s designation earlier this year of 12 megaprojects funded by the Department of Transportation and GSA. 

The Mega Construction Project Program supports the Biden-Harris administration’s commitment to growing the economy from the middle out and the bottom up by opening new pathways for workers to access good jobs that do not require a four-year degree. In providing assistance to remove barriers and promote equal opportunity, OFCCP supports the successful implementation of the administration’s historic investments from the Investing in America agenda – including the Bipartisan Infrastructure Law, CHIPS and Science Act, and Inflation Reduction Act – by aiding construction contractors in recruiting, hiring and retaining all available talent to advance the success of infrastructure projects across the nation. 

OFCCP looks forward to designating additional megaprojects in the future, potentially including projects funded by the Department of Commerce through the CHIPS and Science Act, as well as projects funded by the Department of the Interior and the U.S. Army Corps of Engineers. The robust participation in this program by a range of federal agencies demonstrates the whole-of-government approach that the Biden-Harris administration is taking to combat discrimination and advance equal opportunity for all workers and communities.

“The Biden-Harris administration is committed to expanding equitable access to the good jobs being created across the country thanks to the President’s Investing in America agenda,” said Acting Secretary of Labor Julie Su. “Through the Megaproject Program, the Department of Labor is unleashing its full power to advance equal opportunity for qualified workers of all backgrounds, including those who have been historically left out or left behind.”       

“President Biden’s Investing in America Agenda is creating a new generation of good-paying careers nationwide and we are working to make sure everyone has a fair shot at those jobs,” said Secretary of Transportation Pete Buttigieg. “This compliance assistance from the Department of Labor will help ensure that those who have historically been underrepresented in construction and the trades, including women and people with disabilities, are part of the national effort to help build the vital infrastructure we will all need in the coming decades.”

“President Biden’s historic Investing in America agenda is building a thriving clean energy economy that is delivering high-quality, good-paying jobs in every pocket of the nation whether in the energy sector itself or for the construction projects that support it,” said Secretary of Energy Jennifer M. Granholm. “The Department of Energy is proud to partner with the Department of Labor to support the Biden-Harris administration’s whole-of-government approach to removing barriers to equal employment and expanding opportunities for workers across America.” 

“When President Biden talks about investing in America, he’s talking about investing in economic and environmental benefits for all,” said Environmental Protection Agency Administrator Michael S. Regan. “Thanks to the President’s leadership, EPA has unprecedented resources to clean up legacy contamination at America’s most polluted sites. Under this partnership with the Department of Labor, we’re leveraging these historic funds at one of our largest cleanup sites to bolster the local economy and create good paying jobs, all while protecting public health and our environment.”

“Ensuring federal construction projects benefit from the skills of a diverse and well-trained workforce is good for taxpayers and communities. We’re thrilled to be partnering with the Department of Labor to promote equal opportunity in the construction trades, close wage gaps for underserved groups, and advance the Biden-Harris administration’s commitment to equitable economic growth,” said General Services Administration Administrator Robin Carnahan. 

“By fostering equal opportunity in the construction trades, the Megaproject Program is a game-changer for workers and job seekers,” explained Office of Federal Contract Compliance Programs Acting Director Michele Hodge. “OFCCP is expanding access to good, family-sustaining construction jobs that pave the road to the middle class.” 

CHICAGO – An independent research center affiliated with the University of Chicago will pay $95,000 in back wages and interest to 107 Asian applicants to resolve alleged hiring discrimination found in a U.S. Department of Labor investigation.

The department’s agreement with National Opinion Research Center follows a routine compliance evaluation by the department’s Office of Federal Contract Compliance Programs that alleges the employer discriminated against Asian applicants for positions as coronavirus contact tracers, primarily in Maryland and Delaware, between May 2020 to August 2021. Executive Order 11246 prohibits federal contractors from discriminating in employment based on race, sex, color, religion, sexual orientation, gender identity, or national origin.

Under terms of a conciliation agreement, the center will review its hiring policies and procedures to ensure they are free from discrimination and will train all managers, supervisors, and other company officials who oversee hiring decisions.

“This conciliation agreement holds the National Opinion Research Center to the terms of their federal contract where they agreed to provide all applicants with equal employment opportunities, and closely examine and audit their employment processes to ensure no barriers to equal employment exist,” explained Office of Federal Contract Compliance Programs Midwest Regional Director Carmen Navarro. 

The National Opinion Research Center’s largest contracts are held by the U.S. Department of Health and Human Services, including the Centers for Disease Control and Prevention, the Centers for Medicare/Medicaid and the Agency for Healthcare Research and Quality. 

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you may be a class member who applied for jobs at National Opinion Research Center during the investigative period, please use OFCCP’s Class Member Locator to learn more about this and other settlements.

Learn more about OFCCP.

INDIANAPOLIS – A subsidiary of LabCorp — a global laboratory services provider — has entered into a settlement agreement with the U.S. Department of Labor in which the company will pay $525,000 in back wages and interest to 205 Black and 13 Asian applicants after a routine investigation by the department alleged hiring discrimination by the federal contractor at its Indianapolis facility. 

Findings by the Office of Federal Contract Compliance Programs of LabCorp Central Laboratory Services Inc. allege that, from May 3, 2019 to May 3, 2021, the company discriminated against 148 Black applicants for kit production assistant I positions, against 57 Black applicants for sample handling assistant I positions and against 13 Asian applicants for medical technician I positions.

The company provides lab services to the National Institutes of Health.

Executive Order 11246 prohibits federal contractors from discriminating in employment based on race, sex, color, religion, sexual orientation, gender identity or national origin. 

“Our settlement with LabCorp shows that the Department of Labor will make sure the hiring practices of federal contractors and subcontractors comply with all federal regulations,” said Office of Federal Contract Compliance Programs Midwest Regional Director Carmen Navarro. “When our evaluations detect failures to provide equal employment opportunities for all applicants, we will hold federal contractors accountable.” 

In addition to the distribution of back wages and interest under the agreement, the employer will extend job offers to 34 Black and three Asian class members and make certain its hiring policies and procedures are free from discrimination. 

Based in Burlington, North Carolina, LabCorp is a leading global provider of laboratory services for doctors, hospitals, pharmaceutical companies, researchers and patients. The company employs more than 60,000 people who serve clients in more than 100 countries and performed more than 600 million tests for patients.

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations.  If you think you may be a class member who applied for lab positions between May 3, 2019 to May 3, 2021, please use OFCCP’s Class Member Locator to learn more about this and other settlements.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. Together, these laws prohibit employment discrimination.

Learn more about OFCCP.

DALLAS – The Nielsen Company US LLC, a global marketing research, data analytics and opinion-research company, will pay $570,000 in back wages and interest to resolve allegations of systemic race-based hiring discrimination in Dallas and San Antonio identified by the U.S. Department of Labor.

The payment is part of a conciliation agreement with the department after routine compliance evaluations by the department’s Office of Federal Contract Compliance Programs alleged discrimination in Nielsen’s hiring practices. The employer will pay back wages and interest to 994 job applicants, extend job opportunities to 56 affected applicants, and take steps to ensure its personnel practices — including recordkeeping, internal audits and outreach — meet legal requirements.

The OFCCP preliminary findings allege Nielsen discriminated against Asian, Black, multi-racial and white job applicants when hiring for research interviewer and bilingual research interviewer positions at its Dallas facility from Jan. 1, 2016, through July 31, 2018, and Black and white applicants at its San Antonio facility from May 1, 2018, through March 18, 2020.

“Together, the U.S. Department of Labor and Nielsen Company have resolved the issues raised in our evaluations, and now Nielsen has the policies and procedures in place to comply with federal hiring and employment laws,” said Office of Federal Contract Compliance Programs Acting Director Michele Hodge.

The alleged actions violate Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color, religion, sex, sexual orientation, gender identity or national origin.

Nielsen provides marketing research services and public opinion polling data. Nielsen has contracts with numerous federal agencies including the U.S. Departments of Agriculture, Health and Human Services, and the Federal Communications Commission.

OFCCP launched the Class Member Locator to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and complaint investigations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member who applied between Jan. 1, 2016, through July 31, 2018, at the Nielsen Dallas facility or between May 1, 2018, through March 18, 2020, at the Nielsen San Antonio facility, please call 800-397-6251 or visit the OFCCP website for information about this and other recent OFCCP settlements.

WILMINGTON, DE – The U.S. Department of Labor has entered into a conciliation agreement with Navient Corp. to resolve alleged hiring discrimination at three of its facilities in Indiana, Pennsylvania and Texas. The Wilmington-based Navient Corp.'s entities have several contracts with the federal government.

A compliance review by the department’s Office of Federal Contract Compliance Programs found that, from 2017 to 2021, Navient discriminated against 427 Black applicants for customer service positions in Fishers, Indiana, and Wilkes-Barre, Pennsylvania. In addition, the agency’s review identified alleged hiring discrimination against 1,858 Black and white applicants seeking clerical positions in Austin, Texas.

The employer’s actions violated Executive Order 11246, which prohibits federal contractors from discriminating in employment decisions based on race, color, religion, sex, sexual orientation, gender identity or national origin.

Navient Corp. has agreed to pay $700,000 in back wages and interest to resolve the allegations.

“The settlement with Navient Corp. reflects our commitment to preventing hiring discrimination and holding federal contractors accountable when they fail to meet the requirements of the law,” said Office of Federal Contract Compliance Programs Mid-Atlantic Regional Director Samuel B. Maiden in Philadelphia.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. As amended, these laws make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Learn more about OFCCP, or call OFCCP’s toll-free helpline at 800-397-6251.

If you think you or someone you know may be the applicants eligible for back pay or job opportunities from this settlement, please use the OFCCP Class Member Locator

NEW YORK– The U.S. Department of Labor has filed a lawsuit against DISH Network Corp. seeking an order to compel the company to provide documents and information needed to complete a review of the federal contractor’s equal employment opportunity practices at its Roseland, New Jersey, location.

Filed on Aug. 21, 2023, with the Office of the Administrative Law Judge, the lawsuit seeks information necessary for a compliance review by the department’s Office of Federal Contract Compliance Programs.

OFCCP began a compliance review in 2018, issuing a scheduling letter requiring DISH Network to submit its affirmative action program and supporting data for its Roseland establishment within 30 days from the date of receipt. After the company failed to comply, the agency issued a show cause notice in 2019, demanding the contractor submit the outstanding information and data or demonstrate why enforcement proceedings should not be initiated. DISH Network has refused to comply.

Since 2016, the television and wireless network services provider has had contracts with federal agencies, including the U.S. Agency for Global Media BBG, the Bureau of Prisons, the Marshals Service, the Coast Guard, the Drug Enforcement Administration, the Small Business Administration, the Department of Veteran Affairs and the Department of Defense. The employer is based in Englewood, Colorado.

“Despite years of efforts by the Office of Federal Contract Compliance Programs to secure voluntary compliance, DISH Network Corp. continues to violate its legal obligations while benefiting from federal contracts,” said Office of Federal Contract Compliance Programs Regional Director Diana Sen in New York. “Compliance with the law is not optional.”

If DISH Network Corp.’s does not comply, the department has asked for the OALJ to cancel the company’s current government contracts and debar them from future government contracts. Read the complaint.

“The U.S. Department of Labor has asked a court to terminate DISH Network Corp.’s federal contracts if the company continues to fail to provide the information,” said Regional Solicitor of Labor Jeffrey S. Rogoff in New York. “The U.S. Department of Labor will pursue all necessary legal actions to ensure federal contractors abide by equal opportunity requirements.”

OFCCP’s Northeast regional office in New York is conducting the compliance review. Jasmine Wade and Andrew Karonis of the New York Regional Office of the Solicitor are litigating the case for the department.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. Together, these laws prohibit employment discrimination.

Learn more about OFCCP.

Office of Federal Contract Compliance Programs, U.S. Department of Labor v. DISH Network Corp.