New York Paralegal Blog

It’s 2025, and a chilling transformation has taken root in America. The very agencies once tasked with protecting civil rights are now leading a national campaign of racial gaslighting. This isn't just about policy changes; it’s a systematic attempt to rewrite history, invert reality, and convince the public that the pursuit of racial equity is, in fact, the greatest threat to justice. The Great Inversion: When Civil Rights Became "Discrimination" The cornerstone of this new era is the radical redefinition of "discrimination." Historically, this term referred to systemic barriers faced by marginalized groups. Today? The government's narrative has flipped. Executive orders like "Ending Illegal Discrimination and Restoring Merit-Based Opportunity" have effectively rebranded Diversity, Equity, and Inclusion (DEI) initiatives—designed to level the playing field—as the true source of "anti-white racism." Think about it: Executive O...

Experiencing discrimination at work can be incredibly stressful, but thankfully, there are legal protections in place. The U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing laws against workplace discrimination. When an employee files a complaint, the EEOC investigates to see if there's a valid case. The Conciliation Process: A Chance to Settle Before heading to court, the EEOC tries to resolve the issue through a process called conciliation. Think of it as a formal mediation. The goal is for the employer and the employee to reach a voluntary agreement to settle the case. This agreement, known as a conciliation agreement, outlines what the employer must do to remedy the situation. This can include things like paying a financial settlement, changing company policies, or providing back pay. It's a way for all parties to avoid a potentially long and costly legal battle. When an Agreement is Broken A recent lawsuit again...

Two oil field service companies, Bigfoot Energy Services and Iron Mountain Energy, will pay nearly $700,000 to settle a lawsuit over serious allegations of racial and sexual harassment in the workplace. The U.S. Equal Employment Opportunity Commission (EEOC), a government agency that fights workplace discrimination, brought the case against them. What Happened? According to the EEOC, things were pretty bad at these companies. Here's a breakdown of the allegations: Racial Slurs: Managers and employees frequently used the "n-word" and other racist language when talking about Black employees. Sexual Harassment: Male employees were accused of creating a hostile environment for others by sharing pornographic images and making offensive sexual comments. Retaliation: When employees tried to speak up, they were fired. One male truck driver was fired the day after he complained about the sexual harassment. Other drivers were let go just days after complaining about the...

WASHINGTON-The U.S. Equal Employment Opportunity Commission (EEOC) today announced that it received 99,412 private sector workplace discrimination charges during fiscal year 2012, down slightly from the previous year.

DENVER -- The U.S. Equal Employment Opportunity Commission (EEOC) is asking teenagers to weigh in on the heavy issues of equal pay and wage disparity. On April 26, 2012, the EEOC will recognize the 20th anniversary of Take Your Child to Work Day by inviting teenagers to its Denver Field Office to participate in a dialogue for solutions on how to bridge the gender wage gap in America.

Despite Laws, Guidance and Willingness to Work, Many Pregnant Women and Caregivers are Denied Job Opportunities, Workplace Modifications, Leave, and Equal Treatment WASHINGTON—At a time when most pregnant women want and need to work, and more American workers struggle to balance work and family, discrimination against pregnant women and workers with caregiving responsibilities remains a significant problem, experts told the U.S. Equal Employment Opportunity Commission at a public meeting today. The meeting follows up on Commission meetings in 2007, when the Commission issued its groundbreaking “Enforcement Guidance on Unlawful Disparate Treatment of Workers with Caregiving Responsibilities” and in 2009 when the Commission issued “Employer Best Practices for Workers with Caregiving Responsibilities.”

Wednesday 02/08/2012 @12pm Eastern Standard Time "Civil Rights Corruption" w/Ricardo Jones Sr. Former Senior Federal Investigator for the EEOC-NYDO The false sense of the rule of law, due process and discrimination. Call in with your questions, suggestions and comments (646)716-6587 Remember to press 1 if you would like to speak with us during this live broadcast. Brought to you by: Chick Chat

Pending Inventory Reduced for First Time in 10 Years, Record Amount of Relief Obtained in FY 2011, EEOC Reports WASHINGTON—The U.S. Equal Employment Opportunity Commission (EEOC) received a record 99,947 charges of employment discrimination and obtained $455.6 million in relief through its administrative program and litigation in Fiscal Year 2011, the agency announced today. For the second year in a row, despite a record number of receipts, the Commission resolved more charges than it took in with 112,499 resolutions (7,500 more resolutions than FY 2010—an increase of 7%)—leaving 78,136 pending charges, a ten percent decrease in its inventory, the first year the agency has seen a reduction since 2002.

Turkey Company Violated Federal Disability Law, Agency Charged GARNER, N.C. – The U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today that Butterball, LLC, a Garner, N.C.-based turkey processing company, violated federal law by subjecting an employee to a hostile work environment based on the fact that she has Human Immunodeficiency Virus (HIV), and firing her because of that disability.

EEOC Axed Whistleblower Systemic discrimination against black people at the EQUAL EMPLOYMENT OPPORTUNITY COMMISION? Investigator Ricardo Jones was employed with th New York City Branch Equal Employment Opportunity Commission (EEOC) when he contacted The Black Star News to tell anyone who would listen about “The EEOC is not investigating African-American complaints from New York to North Carolina.”  Source, http://blackstarnews.com/news/125/ARTICLE/6216/2010-01-14.html http://www.blackstarnews.com/news/135/ARTICLE/5982/2009-09-05.html

Long Island Company Fired Employee After Receiving EEOC Charge, Federal Agency Alleges NEW YORK – Sterling and Sterling, a Woodbury, N.Y., insurance broker, violated federal anti-discrimination law when it suspended and fired a sales telemarketer for filing an EEOC questionnaire and charge, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed today.

DALLAS – New Mexico-based Allsup’s Convenience Stores, Inc., which operates over 300 stores in Texas and New Mexico, will pay a former employee $37,000 and furnish other relief to settle a retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

PHOENIX – Arizona Logistics, Inc. doing business as DSI Arizona, and its management company, Norlyn Enterprises, Inc., agreed to pay $175,000 to five former employees and to implement preventive measures as part of a settlement of a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

BALTIMORE -- A Washington, D.C.-based security services company, DTM Corporation, violated federal law by subjecting employees to pregnancy discrimination and retaliation, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it announced today. DTM is a government contractor doing business for the U.S. Department of Defense at Fort Washington, Md., and has an office in Silver Spring, Md.

The reality is they will not stop their discriminatory behavior. In fact, they will probably turn it up a notch or two! Be it sexual harassment, racial discrimination or gender discrimination. Complaining about it to the perpetrator will not help and complaining about it to management will only make it worse. According to the EEOC's 2010 charge statistics report, retaliation is the most common charge filed with the federal agency.

SEATTLE — Mason County Forest Products, which operated a saw and wood planing mill in Shelton, Wash., agreed to pay $900,000 to two female workers to settle a federal lawsuit alleging sexual harassment, sex discrimination and retaliation, the U.S. Equal Employment Opportunity Commission (EEOC) announced today.

CHICAGO – The U.S. Equal Employment Opportunity Commission (EEOC) filed a class race discrimination lawsuit in federal district court here today against Jackson Park Hospital and Medical Center. The EEOC charged that the hospital, on Chicago’s South Side, subjected a class of black female employees to different terms and conditions of employment and segregation in job assignments because of their race. The suit also alleged that at least one of the women was demoted in retaliation for opposing and complaining about unlawful employment practices.

CHARLOTTE, N.C. – A Charlotte, N.C.-based operator of janitorial services violated federal law when it failed to abide by the terms of a voluntary mediation settlement agreement it entered into with the U.S. Equal Employment Opportunity Commission (EEOC), the EEOC charged in a lawsuit filed today.

BALTIMORE – A construction company that provides services to the U.S. Army at its Aberdeen, Md., location will pay $230,000 and furnish other substantial relief to settle an EEOC gender-based abuse and retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

BALTIMORE – Telecommunications giant Verizon Communications will pay $20 million and provide significant equitable relief to resolve a nationwide class disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The suit, filed against 24 named subsidiaries of Verizon Communications, said the company unlawfully denied reasonable accommodations to hundreds of employees and disciplined and/or fired them pursuant to Verizon’s “no fault” attendance plans. The consent decree settling the suit, which is pending judicial approval, represents the largest disability discrimination settlement in a single lawsuit in EEOC history. The EEOC charged that Verizon violated the Americans With Disabilities Act (ADA) by refusing to make exceptions to its “no fault” attendance plans to accommodate employees with disabilities. Under the challenged attendance plans, if an employee accumulated a designated number of “chargeable absences...