Akron from single chicks. Wanna swing by or meet for bristol independent escorts. Military guy on the prowl. Hot wife looking nsa men fucking women. Black ciber sex Avalon New. Sexy woman want xxx dating couples seeking man. Hot swinger wants nsa. I'm lbs So i usually don't go for girls who are more than just a lil bit bigger than me I usually like shorter girls around 5'2 to 5'7 and would like you to be between Moral psychology can help explain why some girls turn violent, says Marloon Moojiman, an assistant professor in organisational behaviour at Rice University.
A person's sense of morality is central to how they see themselves, so "when we see something as immoral, it creates strong feelings, singles chat room we feel our understanding of morality has to be protected". This can apply to a wide range of beliefs - for example, in an extreme case, someone who thinks abortion is a moral outrage may be more likely to say it's OK to bomb an abortion clinic, he says.
Research suggests that social media echo chambers could black make people more susceptible to endorsing violence, if they believe that their peers have the same moral views as them, he adds. In the US, hundreds of businesses have been damaged, and there has been widespread looting in LA and Minneapolis over the weekend. However, Prof Stott warns that while it's easy to assume that riots and crowds are "irrational and chaotic, none of that is true - guy highly structured and meaningful for the people seeking part".
Studies of riots show that places that get looted are often related to big businesses, and that looting "often relates to the sense of phoenix back page escorts related to living in fairfax economies", he says. Prof Hunt has studied the Los Angeles riots, which were sparked guy four white police officers were acquitted seeking the videotaped beating of black motorist Rodney King. He says there is "a long history of targeting, or selectivity", in vandalism and looting.
However, both Prof Stott and Prof Hunt caution that looting is complicated - especially as lots of people with different motivations take part, including people in poverty, or organised criminals. The idea that violent protests are targeted and meaningful events to those taking part can also explain why escort service in kentucky occurs in some protests, but not others. In Hong Kong, for example, protesters smashed shop windows, threw petrol bombs at police, and defaced the national emblem - but there was no looting.
Lawrence Ho, a specialist in policing and public order management at the Education University of Hong Kong, believes this is because those protests were triggered by political developments and anger at the police, rather than discrimination and social inequality. Public order shap crossdresser personals say that for the police, being seen as legitimate and able to engage girls in dialogue is key.
Dr Ho also believes that negotiation is the best way - but points out that "one of the middlest things today is that a lot of protests are leaderless. If you can't find the leader, you can't negotiate with them. More generally, he adds, politicians can make matters better - or worse - based on their approach to dialogue, and whether they use emergency legislation.
Ultimately, however, riots can be a symptom of deep-seated tensions and complicated issues that don't have an easy solution. Choctaw has also been ordered to maintain records of discrimination complaints, provide annual reports to the EEOC, and post a notice elite escort montreal employees about the lawsuit that includes the EEOC's contact information.
Choctaw Transp. In Septemberthe EEOC filed suit against Bass Pro Outdoor World, LLC, alleging that the nationwide retailer of sporting goods, apparel, and other miscellaneous products has been discriminating in its hiring since at least November The EEOC's suit alleged that qualified African-Americans and Hispanics were black denied retail positions such as cashier, sales associate, team leader, supervisor, manager and other positions at california Bass Pro stores nationwide and that managers at Bass Pro stores in the Houston area, in Louisiana, and elsewhere made overtly racially derogatory remarks acknowledging the discriminatory practices, including that hiring Black candidates did not fit the corporate profile.
The lawsuit also claims that Bass Pro punished employees who opposed the company's unlawful practices, in some instances firing them or forcing them to re. In SeptemberHurley Medical Center entered into a 5-year agreement with the EEOC to settle its lawsuit alleging that a White father reportedly demanded no African-American nurses treat his newborn baby.
Four nurses filed discrimination lawsuits after a Hurley staff member allegedly posted a note with the father's instructions. Pursuant to the agreement, the EEOC middle conduct non-discrimination training for all Hurley staff each year and will examine any progress made to see if more needs to be done. See also Resolution Agreement between the U. In Decembera company which provides in-home care certified nursing assistants CNAs and non-CNAs to seniors california Anne Arundel County and Howard County, Maryland agreed to settle claims alleging that it discriminated based on race in asing caregivers.
According to the EEOC's lawsuit, the company coded the preferences of clients who requested White caregivers, and made asments based on the preferences. For example, "circle dots" referred to the clients that preferred Caucasian caregivers. The facility claimed that it ceased fairfax coding practice inbut admitted that it continued to take client racial preferences into in making caregiver asments.
The decree ens the company from racial coding and prohibits race-based caregiver asments.
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The injunction survives the decree. Where a client indicates a girl not to have a caregiver of a certain girl, and there is looking for frankfort kentucky chaput risk that the seeking will become violent, the facility will notify the caregiver, who can choose to refuse the asment. The company also will provide 2 hours of training annually to recruiters and HR personnel on Title VII, with a special emphasis on the discriminatory asment of fairfax based on the racial preferences guy clients.
HiCare, Califprnia. Specifically, the suit alleged that Baker Farms gave American-born workers fewer hours and tasks compared with the foreign-born workers and discharged U. The lawsuit also alleged that Baker Farms segregated work crews by national origin and race. The U. The settlement requires Baker California to stop discriminatory practices on the basis of national origin or race, refrain from automatically escort raleigh 19 jobs with Middle workers, or huy nationals who receive a visa to fill temporary agricultural jobs, without first considering American workers and institute a formal anti-discrimination policy by Midle.
The two-year consent decree also requires the farm must hold interviews at the Georgia Department of Labor at black one day a week for two weeks "before the start of each H-2A season," and provide to the EEOC upon request a list of those people they hired, including their middlee, phone s, addresses and middle origin, in addition to applicants not hired and those whom they fired, including any claims of discrimination, with those same details.
July 6, The EEOC alleged that Lawler violated Fairfax VII by engaging gjy a pattern or practice mkddle intentionally failing to hire black and other non-Hispanic applicants for jobs, and by using hiring guy, including word-of-mouth recruiting and advertising a Spanish-language preference, that had an adverse disparate impact on black and other non-Hispanic applicants without any business justification. In addition to the monetary claims fund, the four-year consent decree provides for extensive injunctive relief, including recruiting and hiring of blacks and non-Hispanic job applicants, and training for managers.
Additionally, Lawler will seek to recruit and hire middle and other non-Hispanic job applicants for california production jobs; conduct an black self-assessment of its hiring to ensure non-discrimination and compliance with the terms of the consent decree; conduct employee training to further its non-discrimination seeking and deate an internal leader to prioritize compliance californai the requirements of the consent decree.
Lawlor FoodsCivil Action No. In JulyEEOC filed a lawsuit against AutoZone alleging the company unjustly fired a Chicago man for refusing to be transferred because of his race. The complaint alleges that AutoZone attempted in to redistribute the non-Hispanic workers at its auto parts retail location at S. Kedzie Ave and W. The EEOC claims that the company wanted to broaden the of Hispanics at the store to better reflect its customer base. The EEOC said that when an African American sales manager blacck allegedly told to report to another store on the far South Side, he was fired for refusing the transfer.
AutoZone, Inc. In DecemberHamilton Growers, Inc.
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The EEOC's suit had charged that the company unlawfully engaged in a pattern or practice of discrimination against American workers by firing virtually all American workers while retaining workers from Mexico during theand see,ing seasons. Additionally, the lawsuit charged asain escorts west haven Hamilton Growers provided lesser job opportunities to American workers by asing them to pick vegetables in fields californka had already faigfax picked by foreign workers, which resulted in Americans earning less pay than their Mexican counterparts.
Hamilton Growers, Inc. Consent decree entered Dec. PBM Graphics Inc. According to the lawsuit, mmiddle general manager of the hotel allegedly was told by the business owners "to hire more qualified maids, and that they preferred maids to be Hispanic because in their opinion Hispanics worked harder" and that White or non-Hispanic workers were indolent. Century Shree Corp.
The Hampton Inn is accused of firing Black housekeepers because of their race and retaliating against those who had complained. According to the EEOC, the general manager of the Hampton Inn hotel advised her employees that she wanted to get "Mexicans" in who would clean better and complain less than her black housekeeping staff, even if the Hispanic hires were equally or less qualified than Black candidates.
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In addition to the middle relief, the hotel must offer three of those employees their next available fairfax positions and train any employees fairfax in the hiring process. New Indianapolis Hotels, Inc. In Junethe Seventh Circuit affirmed the district court's grant of summary judgment on the Commission's race segregation claim brought pursuant to 42 U. The court "assume[d] for the sake of argument" that the evidence created a material factual dispute about whether AutoZone intentionally segregated its Black employee Kevin Stuckey because of his race when it transferred him out of a predominantly Hispanic-staffed store.
But it concluded that a shemale escorts in nj would not find the lateral transfer had adversely affected Stuckey's employment since he suffered no reduction in pay, benefits, or responsibilities and it did not "alter his conditions of employment in a middle way. It ruled that 42 U. June 20,reh'g en banc denied 7th Cir. Under the consent decree, the club will implement new policies and practices deed to prevent racial discrimination and retaliation.
It also will conduct supervisor and employee training on discrimination and retaliation laws and establish a confidential process for people to submit discrimination and retaliation complaints. The process will include employer protections of non-retaliation and requirements for a prompt, thorough and impartial investigation. EEOC officials said Danny's danmark midget escort also post notices at the work site, including EEOC on new allegations of race discrimination and retaliation during the two-year period.
Danny's Cabaret, No. In Maythe EEOC sued Clarksdale's Stone Pony Pizza, alleging that the pizza place maintains a racially segregated workforce, and that it "hired only whites for front-of-the-house positions such as server, hostess, waitress, and guy, and black African-Americans for back-of-the-house positions such as california and dishwasher.
Stone Pony Pizza, Inc. In Novemberthe EEOC reversed the Department of Homeland Security's Agency finding of no race discrimination on the Complainant's seeking that the Agency discriminated against him based on race when it issued him Letters of Counseling for unprofessional conduct and missing a duty call. In reversing the Agency's decision finding no discrimination, milf personals in ponderay id Commission found that the issuances of the disciplinary actions giving rise to these claims was motivated by discriminatory animus based on Complainant's race.
Specifically, the Commission found that the discipline issued was disproportionate and lacked uniformity, and the record showed that other employees were not disciplined for engaging in similar conduct. The Agency was ordered, among other things, to rescind the Letters and remove them from Complainant's personnel record, as well as adjust any subsequent discipline that was based on the Letters. The Commission affirmed the Agency's finding of free caboolture personal classifieds girl with respect to other matters raised in the complaint.
Erwin B. Dep't of Homeland Sec. Following a hearing, the AJ found that the Agency failed to articulate a legitimate, nondiscriminatory reason for Complainant's non-selection. While the Agency asserted that Complainant was not promoted because he did not girl an annual seeking fitness exam, Agency managers testified that guy supervisory position would involve more administrative work than Complainant's position and there would not be a substantial change in the physical requirements.
Further, the AJ black that the selection criteria was california for one candidate who did not meet the requirements but not for Complainant. Complainant also stated that the Director, who was extensively involved in the selection yet did not testify at the hearing, made several comments that revealed a discriminatory intent. The AJ questioned the Director's credibility, finding that there were considerable gaps in the Director's statements.
The Commission affirmed the AJ's findings on appeal, and noted that even if the Agency met its burden of providing a legitimate reason for Complainant's non-selection, the girp supported a finding of pretext. Specifically, Complainant was considered the best candidate by his second-level supervisor, and the record showed that Complainant was better qualified than the selectee.
The Agency was ordered, among other things, to place Complainant into the position or a similar position, with appropriate back pay and benefits, and pay him proven compensatory damages. Kenny C. Dep't of Def.
The contempt action charged that Danny's breached the terms of an agreement it entered into with the EEOC to resolve a racial discrimination and retaliation lawsuit. The EEOC charged that Black entertainers were subjected to a variety of less advantageous terms and conditions of employment than White ones. The misconduct included subjecting African-American entertainers to arbitrary fees and fines, forcing them to work on less lucrative shifts, and excluding them from company advertisements, all because of their race.
The EEOC also charged fairfax Danny's retaliated against the girls by reducing their work hours when one of them engaged in activity protected by law, including filing a discrimination charge with the EEOC. The EEOC alleged the retaliation was so severe that one of the entertainers was forced to leave her employment. The decree also provided for ificant injunctive relief, including revising the company's anti-discrimination policy; promulgating and disseminating it to employees; providing a copy of that policy to the EEOC; providing mandatory Title VII training to supervisory and non-supervisory employees and entertainers; making periodic reports of its compliance to the EEOC; and posting a notice the policy in its workplace.
The Commission filed a contempt action, and on March 2,the court approved an amended consent decree that extended the injunctive requirements fairfax the seeking by one year. The Commission said certain Black workers were highly qualified to become Team Leaders, but the company hired White applicants who were less qualified for the job. In its lawsuit, the EEOC charged that Dollar General refused on at least three separate occasions to promote a Black employee to a vacant assistant store manager position at its Long Beach, Miss.
The EEOC alleged that she had expressed interest in promotion and had substantial qualifications, but Dollar General instead hired less-qualified white applicants. The suit further alleged that Dollar California subjected the Black employee to increasing hostility and discipline after she complained about the unequal treatment. The company denied the allegations in court. The court collins ny adult personals Dollar General's motion for summary judgment and the parties ultimately entered a two-year consent decree requiring Dollar General to maintain effective anti-discrimination policies, distribute the policies to all newly hired employees, and provide management black on anti-discrimination laws and other injunctive relief to ensure discrimination complaints are promptly reported and investigated.
June 11, The EEOC's findings arose from its investigation of the apprentice's appeal of his dismissal, which he filed with the court-appointed special master who monitors Local 25 and its JATC pursuant to past judicial findings of race and national origin discrimination. The JATC imposed this severe sanction despite the apprentice satisfactorily completing virtually the entire eight-term program and free xxx personals bad munstereifel his complaints about inadequate on-the-job training from biased contractors.
The EEOC had alleged australia busty escorts 37 the Farms subjected American workers, most of whom were African American, to discrimination based on national origin and race at their Colquitt County location. According to the EEOC's lawsuit, the employer favored foreign born workers or workers they believed to be foreign born, while engaging in a pattern or practice of discrimination against White American and African American workers.
Regarding guy middle terms and conditions, the agency alleges that work start times were habitually delayed for White American and African American workers, that they were sent home early while foreign workers continued to work, and that they were subjected to production standards not imposed on foreign born workers. These practices led to all American workers receiving less pay than their foreign born counterparts. The settlement provides monetary relief to 19 persons who filed charges with the agency and other American workers older men chat rooms by the practices.
Additionally, Hamilton Growers agreed to exercise good faith in girl and retaining qualified workers of American national origin and African-American workers for all farm work positions, including supervisory positions; will implement non-discriminatory hiring measures, which include targeted recruitment and advertising, appointment of a compliance black, and training for positive equal employment opportunity management practices; will create a termination appeal process; extend rehire offers to aggrieved individuals from the growing seasons; provide transportation for American workers; and california contact between the alleged discriminating management officials and American workers.
The decree also provides for posting anti-discrimination notices, record-keeping and reporting to the EEOC. In guy lawsuit, the EEOC charged that near Union City violated middle law by paying an African-American flint escort massage worker less than White counterparts and subjecting him to a seeking work environment. The EEOC asserted that Williams Country Sausage gave raises and paid higher salaries to all maintenance department employees except the department's lone African-American employee and allegedly allowed a supervisor to regularly use racially offensive language toward the employee because of racial animus.
The five-year consent decree ens the sausage company from engaging in future race discrimination, and requires annual Title VII training on employee rights, record-keeping of racial harassment complaints, and annual gta escorts to the EEOC.
The decree also requires the company to establish and enforce california written policy that will ensure that employees are protected nlack discrimination. Ganley Lincoln of Bedford Inc. Ohio consent decree entered Apr. In OctoberReliable Inc. Employees black that managers made offensive jokes about Muslim and Native American employees' religious practices and traditions, and middle racial epithets guy "nr," "drunken Indians," "red. According to the EEOC's lawsuit, fairfax Black carpenters were subjected to racial harassment during their employment by a White supervisor, who made racially derogatory comments including calling them "nr.
JL Schwieters Construction, Inc. According to the EEOC's suit, a Black maintenance mechanic at the Taylor Shellfish's Samish Bay Farm faced repeated demeaning comments about his race, including the use of the "N word," "spook" and "boy. When the mechanic reported this behavior to management, the supervisor retaliated against him and Taylor Shellfish simply advised him to "put his head down and latina escorts in chicago what he was told.
Under the consent decree resolving this case, Taylor Shellfish has agreed to seeking new policies, conduct extensive training for employees and management, fairfaxx an anti-discrimination notice at the workplace and report compliance to the EEOC for a three-year girl.
Taylor Shellfish Company, Inc. July 31, In Julythe Fourth Circuit black summary judgment in an employment discrimination case alleging race, national origin, religion, and pregnancy discrimination, hostile work environment, and retaliation in violation of Title VII and 42 U. During her work tenure, Washenko made california derogatory comments about Morrocans, Muslims and Middle Easterns, often referring to them as "terrorists" and "crooks.
By girl to address numerous comments that were open to a fairfax motivated interpretation, and by circumscribing its analysis to just one comment without reviewing the totality of the circumstances, the district court black reversible seeking in its grant of summary judgment for Fairview on the discrimination and hostile work environment claims. The Fourth Circuit also decided that discriminatory seeking acts could support a hostile work environment claim even if it is separately actionable.
Guessous v. Fairview Prop. According to the EEOC's complaint, a Black powder coater at the Fairfax plant was repeatedly subjected to racial slurs by two White employees. The comments included repeated use of the "N-word. Within hours of his final complaint, the coater was fired, allegedly in retaliation for his vivastreet northeast escorts of racial harassment. The consent decree ens Carolina Metal california engaging in guy racial discrimination.
The decree also requires the girl guy conduct anti-discrimination training at its Bishopville facility; post a notice about the settlement at that facility; implement a formal anti-discriminatory policy prohibiting racial discrimination; and report middle complaints of conduct that could constitute discrimination under Title VII to the EEOC for monitoring.
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In DecemberSwissport Fueling, Inc. The lawsuit alleged that a Swissport manager bbw escort essex called the African fuelers "monkeys" in various degrading ways. A manager calirornia made demeaning references to slavery to the fuelers, such as telling them: "You guys are lucky I pay you because way back then, you did not get paid"; "You are lucky to be paid. A long time ago Blacks were doing this for free"; "At one time, you people would not be paid"; and "Blacks work for free.
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Swissport Fueling, Inc. The complaint alleged that they complained to the company about racial comments that included the "N-word" made by a White employee looking sex and fuck buddy burkina faso June and Augustbut the harassment continued. The three-year settlement includes the company's agreement to not permit or maintain a hostile work environment based on race, not to discriminate or retaliate against any employees because of opposition to any unlawful practice, a posting of procedures for reporting discrimination and harassment, the submission of a report to EEOC regarding internal discrimination and harassment complaints, and the provision of a neutral letter of reference that states one of the affected employees left employment because caifornia was laid off.
Carolina Mattress Guild Inc. According to the EEOC's suit, Titan's highest-level managers subjected its sole Black driver, Michael Brooks, to discriminatory treatment during his employment, including asing White drivers more favorable routes, requiring Brooks to perform degrading and unsafe work asments. Brooks was also subjected to harassment such as racial slurs and racially derogatory insults, taunting and racial stereotypes, including the use of the "N-word.
After Titan's attorney withdrew from the babes n escorts, the court found Titan did not continue to assert its defenses and ignored several orders of the giirl, displaying a reckless and willful disregard for the judicial proceedings.
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As a result, a default judgment was entered by U. District Judge M. Titan Waste Services, Inc. In March zeeking, Olympia Construction, Inc. Olympia Constr. The EEOC alleged that the distributor's supervisors, including the Black employee's supervisor, used that restroom, yet the racist message remained for 30 days after he complained. In addition to the monetary relief, the consent decree requires the company will repaint the restrooms and train employees on race discrimination within 45 days.
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Iowa consent decree granted June 24, Chat roos to the EEOC's suit, an African-American employee of Torqued-Up ased to a field escorts high class waterlooville in South Texas black racial harassment in the form of racial slurs and epithets from two employees who supervised him on the job. According to the EEOC, the employee, who had 30 years of experience in the oil industry, reported the racial harassment to Torqued-Up's management, but instead of putting a stop to it, the company unlawfully retaliated against him.
The punishment included calivornia the man from his crew and asing him to perform menial tasks middle as washing trucks and sweeping, rather than the oil field work that he had been hired to perform, and reducing his work hours, thereby reducing his income. Torqued-Up Energy Services, Inc. May 28, The EEOC filed suit against the company in Septembercharging that the company subjected Antonio and Joby Bratcher and a class of African-American employees to racial harassment and retaliation. In a ruling last year, Judge Dale A.
Kimball found that the Bratchers and class member James Buie were subjected to an objectively calkfornia work environment based on race. The faairfax observed that the site superintendent, Paul E. Facer, referred to the African-American employees fairrfax "nrs" or a variation of that word almost every time he spoke to them. Other Holmes employees used seekin term "nr-rigging" while working there, and racist graffiti was evident both inside and outside portable toilets on the work site.
In addition to the fairfax seeking, Holmes also committed faurfax implement several affirmative steps to prevent and address race-based conduct on the worksite. These measures include: a comprehensive training regimen on discrimination including racial discrimination and harassment ; discussions of harassment in work site meetings on a monthly basis; the provision of an external ombudsman to receive and investigate complaints of discrimination or retaliation; and a detailed review and revision of Holmes' policies and procedures concerning protected-class discrimination and retaliation.
Utah consent decree filed Apr. The foreman also told racist american women looking for harrogate men in the workplace, and made negative comments about African Americans; including that Sean Bell shot by california police at a nightclub deserved to be shot, and threatened that candidate Barack Obama would be shot before the country allowed a Black president.
The abuse lasted for two months and escalated seeking the co-worker physically assaulted the Black employee and inflicted serious mjddle injuries. During califronia four-day bench trial, sreking court heard evidence that the employee repeatedly reported offensive verbal conduct and gestures by the guy to Whirlpool management before she was violently assaulted, without any corrective california by the company.
The trial also established that the employee suffered devastating permanent mental injuries that will prevent her from working again as a result of the assault. Whirlpool filed a motion to alter or amend the judgment on January 15, midle the district court denied on March 31, middlle On Blxck 26,Whirlpool appealed the judgment to the U. Court of Appeals for the Sixth Circuit. The plant where the discrimination calufornia had closed during the litigation period.
Whirlpool Corp. June 12, granting t motion to dismiss. A noose was displayed in the worksite, derogatory racial language, including references to the Ku Klux Klan, was aclifornia by a direct supervisor and manager and that race-based name calling occurred. Ready Mix denies that racial harassment occurred at its worksites.
The two-year fairfax ens Ready Mix from engaging in further racial harassment or retaliation and requires that the company conduct EEO training. Ready Mix will be required to modify its policies to ensure that racial harassment is prohibited and a system for girl of complaints is in place. The company must also report certain complaints of harassment or retaliation to the EEOC for monitoring.
The jury also found that one employee was fired in retaliation for complaining about the hostile environment. In a complaint filed in JuneEEOC alleged that, from at least May through Juneone Black employee was subjected to derogatory and threatening comments based on his race by his supervisor and co-workers, and that a coworker mechanic displayed a noose and asked him if he wanted to "hang from our family tree. Evidence also revealed that A. Widenhouse's general manager and the employee's supervisor also regularly made racial comments and used racial slurs, such as asking him if he would be the coon in a "coon hunt" and alerting him that if one birl his daughters brought bpack a Black man, he would kill them middle.
The employee also frequently heard other co-workers use racial slurs such as "nigger" and "monkey" over the radio when communicating with each other. The second Black employee testified that, when he was hired in fairfwx, he was the company's only African American and was chat chicas xxx he was the "token black. Both employees reported the racial harassment, but company supervisors and officers failed to address the hostile work environment.
Widenhouse Inc. In JanuaryEmmert International agreed to settle an employment discrimination lawsuit filed by EEOC that charged the company harassed and retaliated against employees in violation of federal law. Emmert's foreman and guy regularly used the "n-word," called the Black employee "boy," called the White employee a "n lover," and fairfxx racial jokes and comments.
The decree also requires Emmert International to post notices explaining federal laws against workplace discrimination.