11:23 pm - Thursday December 14, 2017

Hampton Inn To Pay $85K To Settle Racial Suit

Franchise Fired White and Non-Hispanic Workers Because of
Negative Stereotypes, Federal Agency Charged
A Hampton Inn franchise in Craig, Colo., owned and operated by Century
Shree Corporation illegally terminated employees beginning in August, 2009 because of their
race, Caucasian, and national origin, non-Hispanic, the U.S. Equal Employment Opportunity
Commission (EEOC) charged in a lawsuit it filed.
According to the EEOC, a class of employees, including Wendy Buckley, Ashlee
Flannery and Dewetta McKnight, was discharged from the Craig Hampton Inn because
management of the company subscribed to stereotypes that white or non-Hispanic workers were
Employers are prohibited by Title VII of the Civil Rights Act of 1964 from discharging
employees because of their race or national origin. The EEOC filed suit, Case No. 11-cv-2558-
REB-CBS, in U.S. District Court for the District of Colorado after first attempting to reach a prelitigation
settlement through its conciliation process.
Pursuant to the consent decree settling the suit, signed by Federal District Court Judge
Robert E. Blackburn, the company will pay $85,000 for back pay and compensatory damages to
the discrimination victims. The decree also includes a permanent injunction against the
employer that prohibits it from discriminating in the future, and requiring the owners, managers,
and supervisors of the company to undergo training on federal anti-discrimination laws. The
victims of discrimination will also be offered reinstatement to their original job positions at the
“An employer cannot discharge or refuse to hire an individual based on derogatory
stereotypical beliefs about that person’s race or national origin,” said Mary Jo O’Neill, regional
attorney for the EEOC’s Phoenix District Office. “Employers cannot choose employees based
on the color of their skin or their ancestry. This form of blatant discrimination clearly violates
federal law.”
Denver EEOC Field Director Nancy Sienko explained, “Non-economic relief, as well as
monetary relief, is central to the agency’s mission – and we have won both in significant
amounts in this case, as we usually do. The EEOC always seeks to eradicate discrimination from
the workplace so that individuals can find and maintain work based on their skills and performance
and not on their race and national origin. The consent decree in this case should ensure
The EEOC enforces the federal laws prohibiting employment discrimination. Further
information about the EEOC is available on its web site at www.eeoc.gov.



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