The U.S. Equal Employment Opportunity Commission (EEOC) has taken action against West Front Street Foods, LLC, operating as Compare Foods Supermarket, following allegations of race and national origin discrimination. This case highlights the importance of fair employment practices and the EEOC’s role in enforcing anti-discrimination laws within the supermarket industry and beyond.
In a press release dated May 19, 2009, the EEOC announced a settlement reached with Compare Foods supermarket in Statesville, North Carolina. The agency had filed a lawsuit asserting that Compare Foods unjustly terminated Robert Bruce, a white, non-Hispanic meat cutter, due to his race and national origin. The EEOC contended that Mr. Bruce was replaced by a Hispanic worker as a result of discriminatory motives.
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Such employment practices are in direct violation of Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on race and national origin. The legal action, EEOC v. West Front Street Foods, LLC d/b/a Compare Foods, Civil Action No 5:08-cv-102, was filed in the U.S. District Court for the Western District of North Carolina on September 8, 2008.
To resolve the lawsuit, Compare Foods supermarket agreed to a $30,000 settlement and further committed to implementing several measures to prevent future discrimination. These measures include the distribution of a formal, written anti-discrimination policy to all employees. Additionally, Compare Foods is required to conduct regular training sessions for its staff on the anti-discrimination policy and Title VII regulations. The company must also submit periodic reports to the EEOC regarding employee terminations and resignations. Finally, Compare Foods was mandated to post a “Notice to Employees” informing them about the lawsuit and their rights under anti-discrimination laws.
This was not the first time Compare Foods supermarkets faced EEOC scrutiny. The press release also referenced a prior case settled in Charlotte, North Carolina (EEOC v. E & T Foods, LLC d/b/a Compare Foods, Civil Action No 3:06-cv-318, W.D.N.C). In that earlier case, the EEOC similarly alleged that Compare Foods had terminated three non-Hispanic employees in the meat department due to their race or national origin, replacing them with Hispanic workers. This repeated pattern underscores the importance of vigilance against discriminatory practices in the workplace, even within established supermarket chains like Compare Foods.
Lynette A. Barnes, the regional attorney for the EEOC’s Charlotte District Office, emphasized the agency’s stance: “Federal law clearly prohibits employers from making employment decisions based on an employee’s race or nationality. Everyone deserves the freedom to compete in the workplace on a fair and level playing field.”
The EEOC is dedicated to enforcing federal laws that prohibit employment discrimination. More information about the Commission and its work is available on their website at www.eeoc.gov. This case serves as a reminder to both employers and employees about the significance of equal opportunity and the legal protections in place to ensure a fair working environment in supermarkets and all industries across the United States.
