Under an agreement with the U.S. Department of Labor's Office of Federal Contract Compliance Programs, federal contractor Meyer Tool Inc. is settling its allegations of race-based hiring discrimination.
With this settlement, Meyer Tool is to pay $325,000 in back wages and interest to 60 qualified African-American applicants after they were rejected for entry-level machinist positions at Meyer Tool's manufacturing plant in Cincinnati. Meyer Tool is also to offer jobs to at least 11 members of the original class as positions once they're open.
"Workers should never be denied a fair shot at employment because of factors that have absolutely nothing to do with their ability to do the job," OFCCP Director Patricia A. Shiu says. "I am pleased that we were able to reach a fair settlement with Meyer Tool — one that will provide remedies to the affected workers and guarantee that, going forward, qualified applicants of all races and backgrounds will have the opportunity to compete on a level playing field for good jobs."
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According to a compliance review of the facility, it was found Meyer Tool did not ensure they provided equal consideration for employment to qualified job applicants without regard to race, which is mandated by law under Executive Order 11246. This comes after the department filed an administrative complaint Nov. 19, 2010, reporting systematic discrimination by Meyer Tool.
As a result of the consent judgment, Meyer Tool must also maintain employment records, which is required by law; provide equal employment opportunity training to all employees involved in the hiring process; and turn in detailed progress reports to OFCCP for the next two years.
Meyer Tool is a manufacturer of engine parts, mostly for the aerospace industry, and is one of the largest private companies in the area. During the OFCCP's review, Meyer Tool held contracts totaling nearly $300,000 to provide engines and engine parts to the U.S. Army.
Along with Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 as well as the Vietnam Era Veterans' Readjustment Assistance Act of 1974. Under these three laws, those who do business with the federal government cannot discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran.
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