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￿ EEOC lawyers recounted a hiring case that was litigated against
WalMart. The case arose out of a charge by two deaf applicants who
were expressly denied employment by the company because they
were deaf. As part of a negotiated settlement, the company aired a
commercial on Arizona television stations featuring the two, telling
viewers in sign language, with a voiceover, their story and educating
the public about the nation's equal employment laws. A video of that
commercial was shown at the meeting.
￿ Other EEOC officials cited recent agency lawsuits. An EEOC attor-
ney detailed the EEOC's suit against Area Temps, a northeast Ohio
temporary labor agency, which agreed to pay $650,000 in July 2010
for its systematic practice of considering and assigning (or rejecting)
job applicants by race, sex, Hispanic national origin, and age. The
EEOC said that Area Temps used code words to describe its clients
and applicants for discriminatory purposes, such as “chocolate cup-
cake” for young African American women, “hockey player” for
young white males, “figure skater” for white females, “basketball
player” for black males, and “small hands” for women in general.
￿ An employee, who worked for Area Temps, told the Commission that
the company fired her for refusing to help it conceal evidence from
the EEOC. Lopez-Rodriguez said she had left demographically coded
cards, which the company used to discriminate, in her Rolodex,
instead of cooperating with the company's request to destroy them
prior to the EEOC investigator's visit.
￿ A company which provides janitorial services to Chicago's O'Hare
Airport, agreed to pay $3 million after the EEOC sued the company
for failing to recruit and hire African Americans. An EEOC supervi-
sory trial attorney in Chicago who handled the Scrub case said an
economist's report showed that “the statistical disparity in hiring rates
between African-American applicants and non-African-American
applicants was so high that there is effectively zero probability that
Scrub's failure to hire African-Americans occurred by chance.”
￿ A job applicant, who was one of several African American discrimina-
tion victims in the Scrub case, told the panel how she tried to apply
for a job at Scrub. Despite janitorial experience and 15 advertised
openings, she said she was told she would be contacted if the company
was interested. By contrast, a Hispanic woman who applied at the
same time was asked to stay for an interview. An African American
friend “went to Scrub's office later that same day. She told me that she
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