Please note: As of January 20, 2021, information in some news releases may be out of date or not reflect current policies.
Government Contractor Pays $650,000 in Back Pay, Interest to Settle Hiring Discrimination Allegations After U.S. Department of Labor Investigation
FORT WORTH, TX – The U.S. Department of Labor and TTI Inc. – a federal contractor that manufactures and distributes electronic components – have entered into a conciliation agreement to resolve alleged hiring discrimination at two of its Fort Worth, Texas, locations.
A compliance evaluation by the Department’s Office of Federal Contract Compliance Programs (OFCCP) found that beginning in 2012, TTI Inc. systemically discriminated against African American and male applicants for Operator I positions at its Sylvania and Northeast Parkway locations; and against African American applicants for Operator II positions at its Northeast Parkway location. OFCCP determined that the company’s actions violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color or national origin.
In the agreement, in which TTI Inc. does not admit liability, the employer agrees to pay $650,000 in back pay and interest to resolve the allegations. In addition, TTI will provide Operator I job opportunities to 50 affected African American and male applicants, and seven Operator II job opportunities to African American applicants as positions become available. TTI will also take steps to ensure its personnel practices, including recordkeeping and internal auditing procedures, meet legal requirements. TTI currently has contracts valued at more than $1 million with the U.S. Defense Logistics Agency.
“The U.S. Department of Labor is committed to working with employers to resolve compliance issues,” said Office of Federal Contract Compliance Programs Regional Director Melissa Speer, in Dallas, Texas. “This agreement with TTI Inc. ensures the company has the tools in place to comply with federal hiring and equal employment opportunity laws.”
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, 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. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.
OFCCP recently launched the Class Member Locator (CML). The purpose of the CML is to identify applicants and/or workers 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 2012 and 2014, the period of the investigation, please visit our website at http://www.dol.gov/ofccp/CML/index.htm, where you can also find information about other recent OFCCP settlements.
The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.
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