EEOC Sues Rent-A-Center for Sex Discrimination Against Transgender Employee

Assistant Manager of Rantoul Store Was Fired Because of Her Gender Identity, Federal Agency Charges

URBANA, Ill. - Rent-A-Center violated federal civil rights law by discharging an employee from its Rantoul, Ill., store because she is transgender, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit announced today. Rent-A-Center owns and operates more than 3,000 stores across the United States, offering furniture, electronics, appliances and computers through rent-to-own agreements.

According to Julianne Bowman, the EEOC's district director in Chicago, the EEOC's pre-suit administrative investigation revealed that the company's managers disapproved of the employee's gender transition and found a pretext for firing her.

Read more here.

Federal Judge Awards EEOC $179,000 Default Judgment Against Workplace Staffing Solutions For Sex Discrimination

Louisiana Staffing Firm Failed to Hire Six Qualified Women Because of Their Sex While Hiring Only Men, Federal Agency Charged

JACKSON, Miss. - A federal judge has ruled in favor of the U.S. Equal Employment Opportunity Commission (EEOC) in its sex discrimination lawsuit against a Louisiana staffing firm, the federal agency announced today.

The EEOC had charged that Workplace Staffing Solutions, LLC, which operates an office in Gulfport, Miss., violated federal law when it failed to hire six women for residential temporary trashcan collector (RTCC) positions in Harrison County, Miss., because of their gender.

Read more here. 

EEOC Sues Nevada Health Centers and Ultracare Las Vegas for Sex Discrimination

Qualified Male Ultrasound Technician Discharged Because of Gender, Federal Agency Says

LAS VEGAS - Nevada Health Centers, Inc. and Ultracare Las Vegas violated federal law when they discharged a qualified male ultrasound technician because of his gender, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed today.

Read more here.

OFCCP Sues Pilgrim’s Pride for Discrimination

US LABOR DEPARTMENT SUES POULTRY GIANT PILGRIM’S PRIDE FOR HIRING DISCRIMINATION AGAINST AFRICAN AMERICAN, WHITE, FEMALE APPLICANTS

Action alleges world’s second largest chicken producer violated federal hiring laws

DALLAS – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has filed a lawsuit alleging that Pilgrim’s Pride Corp. has systematically discriminated against female, African American and white jobseekers at its Mount Pleasant processing facility.

Read more here.

FEDERAL FOOD SERVICE CONTRACTOR SETTLES CHARGES OF GENDER-BASED HIRING DISCRIMINATION FOR ENTRY-LEVEL MICHIGAN, KENTUCKY, WISCONSIN WAREHOUSE JOBS

Gordon Food Service Inc. to pay women $1.85M in back wages, benefits

WYOMING, Mich. – For a second time, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs has determined that a Michigan-based, federal food service contractor systematically discriminated against 926 qualified women seeking entry-level warehouse laborer jobs.

In agreements with the department, Gordon Food Service, Inc. of Wyoming will pay a total of $1.85 million to female applicants, hire 37 female applicants and stop using a strength test that OFCCP found to be discriminatory.

Read more here.

Ellucian to Pay $140,000 to Resolve Discrimination against Transgender Employee

Higher Education Technology Services Company Unlawfully Removed Employee From Her Position After She Revealed her Gender Transition

MINNEAPOLIS -- Ellucian, a higher education technology services company with operations in Minnesota, has agreed to pay $140,000 and provide significant non-monetary relief to resolve a finding of discrimination by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

Read more here. 

Former head of IU program files EEOC complaint

Chicago Tribune
Associated Press
6:35 a.m. CST, January 17, 2012

BLOOMINGTON, Ind.— The former director of an Indiana University scholarship program has filed a federal complaint accusing IU of gender and equal pay discrimination.

Full Story: http://www.chicagotribune.com/news/chi-ap-in-iu-discrimination,0,4534889.story

US Labor Department files complaint against Brunswick Corp. and Lund Boat Co. for sex discrimination at Minnesota manufacturing plant

News Release
OFCCP News Release: [12/01/2011]
Contact Name: Scott Allen or Rhonda Burke

More than 200 women applicants affected; complaint seeks back wages, job opportunities

WASHINGTON — The U.S. Department of Labor's Office of Federal Contract Compliance Programs is suing federal contractor Brunswick Corp. and Lund Boat Co., a wholly-owned subsidiary. In an administrative complaint filed today with the department's Office of Administrative Law Judges, OFCCP asserts that the companies systematically discriminated against more than 200 women who applied for entry-level positions at Lund's boat manufacturing plant in New York Mills, Minn.
"Representatives from Lund have argued that women were less likely to be hired than men because of a preference for workers with manufacturing experience," said Solicitor of Labor M. Patricia Smith. "However, OFCCP's investigation found that even women with this type of experience were less likely to be hired than men without it. That's not fair. It's not right. And it's against the law."
Under Executive Order 11246, federal contractors are required to ensure that qualified job applicants receive equal consideration for employment without regard to their sex. OFCCP's complaint requests that Lund and Brunswick provide financial remedies — including lost wages, interest and benefits — to the women affected by the discriminatory practices. Furthermore, the agency asks that job offers be extended to at least 27 women in the original group of applicants. Finally, the suit asks that the companies be prohibited from extending or modifying current government contracts and from entering into future contracts until they have remedied these violations.
"Brunswick's Chairman and CEO, Dustan McCoy, has stated a commitment to acting ethically," said OFCCP Director Patricia A. Shiu. "By his own words, 'Acting ethically simply means that we do what is right in all situations.' So, we ask him now to do what is right for the women who sought a fair shot at employment with his company and for the taxpayers who deserve to know that their money is never used to discriminate."
Based in Lake Forest, Ill., Brunswick is a leading provider of marine, athletic and recreational products. Lund serves as the corporation's boat manufacturing division. In the past two years alone, Brunswick held federal contracts totaling almost $23 million with agencies including the U.S. Departments of Defense and Homeland Security, among others.
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 three laws require those who do business with the federal government, both contractors and subcontractors, 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 general information, call OFCCP's toll-free helpline at 1-800-397-6251 or visit its website at http://www.dol.gov/ofccp/.

OFCCP v. Lund Boat Co. and Brunswick Corp.Case Number: 2012-OFC-00002

http://www.dol.gov/opa/media/press/ofccp/OFCCP20111625.htm

US district court rules United Space Alliance must give US Labor Department access to information for review of its Cape Canaveral, Fla., facility

OFCCP News Release: [11/15/2011]
Contact Name: Laura McGinnis or Mike Trupo
Phone Number: (202) 693-4653 or x6588
Release Number: 11-1608-ATL

US district court rules United Space Alliance must give US Labor Department access to information for review of its Cape Canaveral, Fla., facility
Decision supports February ruling by Office of Administrative Law Judges

WASHINGTON — The U.S. District Court for the District of Columbia has ruled that United Space Alliance LLC must supply the U.S. Department of Labor's Office of Federal Contract Compliance Programs with compensation information requested for a review of the company's Cape Canaveral, Fla., facility. The ruling upholds a Feb. 28 decision by the department's Office of Administrative Law Judges.
"Workplace discrimination is not universal, but it is far too common — and the people who suffer most are the American workers," said OFCCP Director Patricia A. Shiu. "At OFCCP, we are charged with identifying which federal contractors discriminate in their hiring and pay practices, and which are abiding by the law. We cannot serve our mission to protect workers if companies refuse to give us access to the records they promised to keep and share with us when they signed their contracts."
United Space Alliance, a spaceflight operations company and a joint venture between Boeing Co. and Lockheed Martin Corp., holds contracts with NASA worth at least $8 billion dollars.
In 2009, OFCCP asked for information about United Space's affirmative action program and supporting documents to conduct a scheduled compliance review. The initial review raised questions about the company's pay practices, leading OFCCP to request additional data and records in order to complete the evaluation. The company refused to provide the records or to allow OFCCP access to its premises to gather the requested information.
In November 2010, the Labor Department's Office of the Solicitor filed a complaint with the department's Office of Administrative Law Judges alleging denial of access and requesting that United Space Alliance be compelled to comply with the requirements of Executive Order 11246, Section 503 of the Rehabilitation Act and Section 4212 of the Vietnam Era Veterans' Readjustment Assistance Act, as well as permit OFCCP access to its facility and records.
Following a February 2011 hearing, an administrative law judge ruled in favor of OFCCP and issued a recommended decision and order that the company provide access to the requested compensation information within 30 days or be subject to contract suspension, cancellation and debarment. After additional administrative procedures, United Space Alliance sought review of the decision by the U.S. District Court for the District of Columbia under the Administrative Procedures Act.
In a Nov. 14 decision, Chief Judge Royce C. Lamberth ruled in favor of OFCCP on all issues — rejecting every major argument United Space Alliance made — and ordered the contractor to provide the requested documentation. "The [d]epartment has merely required United Space to submit data about its employee compensation," said Lamberth. "Submission to such lawful investigations is the price of working as a federal contractor."
Lamberth's order will become enforceable on Nov. 28.
OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. As amended, these three laws require those who do business with the federal government, both contractors and subcontractors, to 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 general information, call OFCCP's toll-free helpline at 800-397-6251 or visit its website at http://www.dol.gov/ofccp.

http://www.dol.gov/opa/media/press/ofccp/OFCCP20111608.htm

Supreme Court Weighs How 'Ministerial Exception' to Rights Laws Affects Colleges

The Chronicle of Higher Education
October 5, 2011

Washington

The U.S. Supreme Court briefly weighed how its recognition of a "ministerial exception" to federal civil-rights laws would affect colleges as it heard oral arguments on Wednesday in a case involving a teacher who alleged discrimination after being fired by a now-defunct religious elementary school.
In an exchange with Leondra R. Kruger, a U.S. Justice Department lawyer representing the Equal Employment Opportunity Commission, Justice Samuel A. Alito Jr. invoked a case in which a nun at a Roman Catholic university had alleged gender discrimination after being denied tenure.

Full Story: http://chronicle.com/article/Supreme-Court-Weighs-How/129286/?sid=at&utm_source=at&utm_medium=en

Tyson Meats has settled hiring dispute

Cedar Valley Business Monthly Online
By Courier Staffwcfcourier.com Posted: Tuesday, September 20, 2011 11:03

SPRINGDALE, Ark. --- Tyson Fresh Meats has agreed to pay $2.25 million to 1,640 people and offer to hire 224 others as part of a settlement involving alleged employment violations occurring eight to 10 years ago at four plants, including the Tyson Fresh Meats plant in Waterloo.
Based on audits of job applications, the federal Office of Federal Contract Compliance Programs had alleged the plants discriminated against female applicants for entry level production jobs. Tyson officials denied the claims, stating there were legitimate non-discriminatory reasons for not hiring the applicants.

Read More: http://wcfcourier.com/business/local/tyson-meats-has-settled-hiring-dispute/article_6e0cca20-e3a2-11e0-ba2c-001cc4c002e0.html#ixzz1ZjxUsR4I

Gender Bias Claims Not Slowing Down

Workforce Management
Employer policies help, but rising awareness fuels complaints.
By Judy Greenwald
March 2011

Gender discrimination claims persist as a risk for employers despite widespread implementation of company policies on the issue and greater employer sophistication in this area.
Greater awareness among workers, legislative developments and demographic trends are among factors that explain why neither the total number of claims filed with the Equal Employment Opportunity Commission nor the percentage of gender discrimination claims has declined, observers say.
According to the EEOC, gender discrimination charges accounted for 29.1 percent of all charges in fiscal 2010. Since 2000, they have registered in a relatively narrow range between 29.1 percent and the 31.5 percent reported in 2000.

Full Story: http://www.workforce.com/archive/feature/legal/gender-bias-claims-not-slowing-down/index.php

MSU investigation finds professor sexually harassed student

Bozeman Daily Chronicle
Posted: Saturday, September 3, 2011 5:00 am Updated: 12:14 am, Sat Sep 3, 2011.
MSU investigation finds professor sexually harassed studentGAIL SCHONTZLER, Chronicle Staff WriterThe Bozeman Daily Chronicle

An investigation by Montana State University into allegations against MSU Orchestra conductor Shuichi Komiyama has concluded that he had an intimate relationship with a female student and violated university policies against sexual harassment and gender discrimination.
Komiyama, 47, a charismatic conductor credited with breathing new life into MSU's orchestra and jazz programs, has denied all the allegations.

Full Story: http://www.bozemandailychronicle.com/news/education/article_c78b8016-d5ef-11e0-824e-001cc4c03286.html

EEOC Sues Audrain Medical Center for Sex Discrimination

U.S. Equal Employment Opportunity Commission
PRESS RELEASE
8-9-11


Employer Refused to Transfer Male Nurse to Operating Room Because of His Gender, Federal Agency Charged

ST. LOUIS – The Equal Employment Opportunity Commission (EEOC) today filed suit in federal court against Audrain Medical Center in Mexico, Mo., alleging that the center violated federal law by refusing to transfer a male nurse into the operating room because it preferred to have a female nurse in the room when female patients were being treated.

According to EEOC attorney Melvin Kennedy, Audrain revealed during the EEOC investigation that with the overwhelming presence of male surgeons and anesthesia staff, the hospital felt it must have female nursing staff in the operating room.

“The hospital’s failure to attract and hire women into the higher paying surgeon and anesthesia positions does not justify its insistence that it have female nursing staff in the OR,” said Kennedy.

EEOC Regional Attorney Barbara Seely said, “We have lived through a time in our country’s history where jobs had implicit gender designations. Doctors and lawyers were male jobs while nurses and flight attendants were female jobs. That time is over.”

Title VII of the Civil Rights Act of 1964 protects employees from discrimination based upon sex, race, color, religion or national origin. The EEOC filed suit in U.S. District Court for the Eastern District of Missouri (Case No. 4:11-cv-1369) after first attempting to reach a pre-litigation settlement through its conciliation process.

Audrain Medical Center employs approximately 500 people and serves primarily Mexico, Mo., and surrounding communities.

The EEOC enforces Title VII and other federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/8-9-11.cfm

Recent Developments in Gender Discrimination Lawsuits Against Universities

Women in Academia Report
Posted on Jul 07, 2011

• A former professor at Old Dominion University in Norfolk, Virginia, has filed a discrimination lawsuit against the university.
Linda Gagen was hired as an assistant professor of exercise science in 2002. In the lawsuit, she claims she received unwanted sexual advances from a senior faculty member. When she complained, no action was taken by the university, according to the lawsuit. Furthermore, Gagen states that the faculty member who had harassed her sat on the committee that decided if she were to be granted tenure and served to persuade other committee members that she was not worthy despite the fact that she had received unanimous favorable evaluations from outside the department. She left the university in 2009 after her application for tenure was declined.

Full Story: http://www.wiareport.com/2011/07/recent-developments-in-gender-discrimination-lawsuits-against-universities/?utm_source=Women+In+Academia+Report&utm_campaign=d4f85daf1a-Women_in_Academia_Report_6_14_116_13_2011&utm_medium=email

Nine Tips for Avoiding Gender Discrimination

Workforce Management
The tips include establishing a clear policy and making a concerted effort to hire a diversified workforce
March 2011

Steps that employers can take to prevent gender discrimination charges or address them once they have been made include:
• Establishing a clear, simply stated policy.
• Avoiding gender stereotypes, such as assuming a man is the family’s breadwinner.
• Training employees on avoiding gender discrimination at least annually.
• Establishing a complaint procedure that employees can use without fear of repercussions

Full Story: http://www.workforce.com/section/legal/archive/feature/nine-tips-avoiding-gender-discrimination/282385.html

UMass gets $364,000 penalty in bias case

Boston.com
June 17, 2011State House News Service

The University of Massachusetts Dartmouth has been fined $10,000 and ordered to pay one of its English professors $154,000 in lost wages and $200,000 in damages for emotional distress as part of a decision issued by the state’s antidiscrimination agency. According to the Massachusetts Commission Against Discrimination, its June 1 decision in favor of LuLu Sun, associate professor of English, also includes the “unprecedented step’’ of ordering the university to promote Sun to full professor....

Full Story: http://articles.boston.com/2011-06-17/news/29670638_1_promotion-associate-professor-administrators

US Labor Department settles gender discrimination case with Green Bay Dressed Beef on behalf of 970 female applicants for $1.65 million

OFCCP News Release: [02/03/2011]
Contact Name: Scott Allen or Rhonda BurkePhone
Number: (312) 353-6976 or x6976
Release Number: 11-0146-CHI

US Labor Department settles gender discrimination case with Green Bay Dressed Beef on behalf of 970 female applicants for $1.65 million

Agreement includes back wages, interest, benefits and job offers

GREEN BAY, Wis. — Federal contractor Green Bay Dressed Beef LLC will pay $1.65 million in back wages, interest and benefits to 970 women who were subjected to systemic discrimination by the company. The settlement follows an investigation by the U.S. Department of Labor's Office of Federal Contract Compliance Programs, which found that the women were rejected for general laborer positions at the company's Green Bay plant in 2006 and 2007.
"This is the 21st century in the United States of America. There is no such thing as a "man's job,'" said Secretary of Labor Hilda L. Solis. "I am pleased that my department has been able to work out a resolution with Green Bay Dressed Beef, and that the settlement not only compensates the victims of discrimination but also provides jobs for many of these women."
In addition to financial compensation, the beef supplier will extend a total of 248 offers of employment to affected women as positions become available. The company already has hired more than 60 of the women in the original class.
During a scheduled compliance review, OFCCP determined that the company had violated Executive Order 11246, which prohibits federal contractors from discriminating on the basis of gender in their employment practices. Under the terms of the conciliation agreement worked out between the Labor Department and the contractor, the $1.65 million will be divided among the affected women who return timely notifications. The company also has agreed to undertake extensive self-monitoring and corrective measures to ensure that all employment practices fully comply with the law and will immediately correct any discriminatory practices.
Two of Green Bay Dressed Beef’s largest clients are the U.S. Department of Agriculture and the U.S. Department of Defense — as one of the largest suppliers of beef products for the federal school lunch program and one of the leading providers of beef products to American military personnel worldwide.
In addition to Executive Order 11246, OFCCP's legal authority exists under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. As amended, these three laws hold those who do business with the federal government, both contractors and subcontractors, to the fair and reasonable standard that they not discriminate in employment on the basis of gender, race, color, religion, national origin, disability or status as a protected veteran. For general information, call OFCCP's toll-free helpline at 800-397-6251. Additional information is also available at http://www.dol.gov/ofccp.

http://www.dol.gov/opa/media/press/ofccp/OFCCP20110146.htm

US Labor Department sues nation's 2nd largest wholesale food distributor for discriminating against women

U.S. Department of Labor
Office of Federal Contract Compliance Programs
Press Release
OFCCP News Release: [12/02/2010]
Contact Name: Michael D’Aquino or Michael Wald
Phone Number: (404) 562-2076 or x 2078
Release Number: 10-1644-ATL

Complaint seeks back wages and job offers for more than 80 job applicants

LUMBERTON, N.C. — The U.S. Department of Labor's Office of Federal Contract Compliance Programs today filed an administrative complaint against Nash Finch Co. for systematically discriminating against more than 80 qualified women who applied for order selector positions at the company's Lumberton facility. Nash Finch is the second-largest publicly traded wholesale food distributor in the United States and is based in Minneapolis, Minn. The company contracts with the federal government to provide goods and services to more than 200 military bases in the U.S. and overseas.Over the past decade, OFCCP settled discrimination cases with Nash Finch facilities in Norfolk, Va., St. Cloud, Minn., and Omaha, Neb. In those cases, OFCCP uncovered serious violations of the law with regard to recordkeeping and hiring discrimination, and found the company's policies and procedures created an uneven playing field for women, minorities and veterans seeking employment with the company.
"It is unacceptable that a company which profits from lucrative federal contracts would repeatedly violate the law in this manner," said OFCCP Director Patricia A. Shiu. "Nash Finch has demonstrated an unfortunate pattern and practice of hiring discrimination, and the American taxpayers should not have to bankroll this company's bad behavior anymore."
Order selectors at the Lumberton facility pull warehouse stock to fill customer orders. Under Executive Order 11246, federal contractors cannot discriminate in employment practices based on gender. However, data collected from Nash Finch during a six-month period showed striking hiring discrepancies. The company hired approximately 6 percent of qualified female applicants versus 26 percent of male applicants. In 2007 and 2008, there were no women in any order selector positions at the Lumberton distribution center.
The Labor Department's administrative complaint seeks remedies for the rejected applicants, including lost wages, benefits and interest for more than 80 affected class members, as well as job offers and retroactive seniority for at least 11 of the original applicants. Moreover, OFCCP is petitioning the Labor Department's administrative law judge to cancel all of Nash Finch's existing federal contracts and debar the company from entering into any future contracts until the violations are resolved and the company corrects its discriminatory employment practices.
In addition to Executive Order 11246, OFCCP's legal authority exists under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. As amended, these three laws hold those who do business with the federal government, both contractors and subcontractors, to the fair and reasonable standard that they not discriminate in employment on the basis of gender, race, color, religion, national origin, disability or status as a protected veteran. For general information, call OFCCP's toll-free helpline at 800-397-6251. Additional information is also available at http://www.dol.gov/ofccp.
Solis v. Nash Finch Co. Case Number: 2011-OFC-00004

http://www.dol.gov/opa/media/press/ofccp/OFCCP20101644.htm

US Labor Department sues Tyson Fresh Meats for systemic discrimination against women

News Release
OFCCP News Release: [09/15/2010]
Contact Name: Jesse Lawder
Michael Volpe
Phone Number: (202) 693-4659 or x3984
Release Number: 10-1232-NAT
Complaint seeks to recover back wages owed to more than 750 rejected applicants, offer employment to more than 100 affected women

WASHINGTON — The U.S. Department of Labor has filed an administrative complaint against Tyson Fresh Meats, the world's largest supplier of premium beef and pork and a wholly owned subsidiary of Tyson Foods Inc. The complaint alleges that Tyson systematically rejected female job applicants at its plant in Joslin, Ill.
"The Labor Department is firmly committed to ensuring that federal contractors give all individuals a fair and equal chance at employment," said Patricia A. Shiu, director of the department's Office of Federal Contract Compliance Programs. "Taxpayer dollars must never be used to discriminate. In our efforts to uncover workplace discrimination, OFCCP will utilize a host of remedies, including debarment, to protect workers, promote diversity and enforce the law."
OFCCP's investigation revealed that Tyson utilized a hiring process and selection procedures that discriminated against women seeking entry-level positions. Executive Order 11246, under which this lawsuit was brought, prohibits federal contractors such as Tyson from discriminating on the basis of gender when making their hiring decisions and empowers OFCCP to monitor their compliance with the law.
The complaint requests that all of Tyson's federal contracts be canceled; it be debarred from future government contracts until it has remedied the violations; and it provide complete relief, including lost wages, interest and other benefits of employment, to affected individuals. OFCCP believes that more than 750 women are owed back wages and more than 100 women should be given the option of working for the company.
This filing follows recent litigation by OFCCP involving another Tyson Foods Inc. subsidiary, TNT Crust, located in Green Bay, Wis. A Department of Labor administrative law judge found that TNT Crust systematically discriminated against Latino applicants in its entry-level position hiring.
In addition to Executive Order 11246, OFCCP's legal authority exists under the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. As amended, these three laws hold those who do business with the federal government, both contractors and subcontractors, to the very reasonable standard that they not discriminate in their employment practices on the basis of gender, race, color, religion, national origin, disability or status as a protected veteran. For more information, call OFCCP's toll-free helpline at 800-397-6251. Additional information is available at http://www.dol.gov/ofccp/.

http://www.dol.gov/opa/media/press/ofccp/ofccp20101232.htm