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Title VII of the Civil Rights Act of 1964 is no exception.
Buffalo, MN based Izza Bending Tube & Wire and Wells Fargo & Co. That is, via costly settlements of EEOC employment retaliation charges.
Both cases were investigated by the Minneapolis, MN area office of the EEOC.
In the Wells Fargo case, the EEOC determined that an employee reported to the company’s human resources department that she was being subjected to differential treatment based on her race and national origin.
This, the EEOC concluded, violated the employment retaliation provisions of Title VII.
To resolve the charge, Wells Fargo agreed to pay 5,000.00.
Wells Fargo revealed it has fired 5,300 employees who were found to have defrauded customers. But it now appears that Wells Fargo’s phony accounts began piling up years before than.
Wells Fargo CEO John Stumpf said on Thursday that the bank was extending its review of employees practices back to 2009. At a House Financial Services Committee hearing, Rep, Carolyn Maloney (D-N.
Moreover, preserving access to the justice system by fighting employment retaliation under Title VII is one of the EEOC’s 2013-2016 Strategic Enforcement Plan priorities.The company also agreed to: In the Izza case, the EEOC alleged that a manager first instructed an employee to not hire a black temporary worker for a permanent position and then told the employee to get rid of him because of his race.The EEOC further alleged that after the employee filed a discrimination charge with the EEOC, she was laid off and then terminated in retaliation.And Wells relentlessly cross-sells everything, including credit cards and mortgages (to consumers) and treasury-management services and insurance (to businesses).Wells persuades each retail customer to buy an average of almost six products, roughly twice the level of a decade ago.
Back in 2009, Wells, more than any big bank, makes its money by lending.