Agreement
includes $188,043 for 247 job applicants
The
U.S. Department of Labor's Office of
Federal Contract Compliance Programs today announced that federal
contractor Parsons Brinckerhoff agreed to settle allegations of hiring
discrimination on the basis of race and ethnicity involving 247 job applicants
who were rejected for assistant engineer positions at the company's New York
City headquarters. The affected class comprises 152 Asian American, 51
Hispanic, 29 African American, 3 Native American and 12 mixed race applicants.
"Parsons Brinckerhoff has a long, rich
history of managing federal projects that have a significant impact on the
lives of those who live and work in the communities where they are
located," said OFCCP Director Patricia A. Shiu. "That makes it
especially important for this company to meet its legal obligations to provide
workers with a fair shot at employment and live up to company President and CEO
George J. Pierson's stated commitment
to build a 'firm that values diversity in our workforce and welcomes new talent
and experienced professionals with the same enthusiasm.'"
During a scheduled compliance review, OFCCP
investigators determined that Parsons Brinckerhoff violated Executive Order
11246 between 2010 and 2012 by using a hiring process that resulted in systemic
discrimination. The agency found that Parsons Brinckerhoff did not follow its
own written hiring policies and failed to use a consistent selection process
for screening, interviewing and selecting assistant engineers. As a result,
zero minorities were hired as assistant engineers during the review period.
Parsons Brinckerhoff is a global consulting
firm responsible for designing, building, operating and maintaining important
landmarks, such as the African Burial Ground National Monument in Manhattan.
During the past three years, the company has received more than $2.1 million in
taxpayer-funded contracts from the U.S. Department of the Army, Federal Highway
Administration, National Park Service, Smithsonian Institution and Public
Buildings Service.
Under the terms of the conciliation
agreement signed by both parties, the contractor will pay $188,043 in back
wages and interest to the affected job seekers and will offer assistant
engineer positions and retroactive seniority to at least four class members as
positions become available. Additionally, the company will revise its selection
policies and procedures to ensure equal employment opportunities for all future
applicants.
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 three laws require
that those who do business with the federal government, both contractors and
subcontractors, must follow the fair and reasonable standard that they not
discriminate in employment on the basis of sex, race, color, religion, national
origin, disability or status as a protected veteran. For more information,
visit http://dol.gov/ofccp/.
Source: DOL
This information is intended to be
educational and should not be considered legal advice on any specific matter.
