EEOC files lawsuits vs factory

The U.S. Equal Employment Opportunity Commission has filed a lawsuit against Concorde Garment Manufacturing, a former manufacturer which closed its operation in 2006, alleging that the company violated federal law by discriminating against an employee based on the employee’s age and Filipino national origin.

In a second lawsuit, the EEOC charged that L&T, which is owned by Tan Holdings Inc., discriminated against employees working at the garment factory complex based on their Filipino national origin and unlawfully discharged other employees due to their pregnancies. Both lawsuits were filed Sept. 26, 2008; the EEOC issued its press release yesterday.

In a statement, legal counsel Steve Pixley criticized the EEOC press release, saying it contains misleading and deceptive information. “It is unfortunate that the Equal Employment Opportunity Commission has elected to try its case in the court of public opinion by issuing a press release which contains sensational, misleading and deceptive information,” he said.

“The defendants are proud of their long standing policy of compliance with the laws that the [EEOC] is supposed to enforce. We look forward to trying these cases in a court of law,” he added.

In addition to Concorde Garment Manufacturing Corp., the defendants also include L&T Group of Companies, Tan Holdings Inc., Micro Pacific Inc., Seasonal Inc., and Tan Holdings Overseas Inc.

In the first lawsuit filed in U.S. District Court for the District of Northern Mariana Islands, the EEOC alleges that a supervisor subjected an employee to age-related verbal harassment. In addition, the employee allegedly endured discriminatory comments related to her Filipino national origin. The EEOC asserts the employee was ultimately discharged based on age and national origin

The second lawsuit alleges that the company engaged in a pattern of terminating and/or refusing to renew employment contracts for a class of female employees once they became pregnant. The suit also alleges discrimination against Filipino employees in assignment of overtime by continuing to give substantial overtime to its Chinese employees while allowing its Filipino employees little to no overtime.

“Regardless of the turbulent economic climate, employers cannot engage in discriminatory conduct,” said the regional attorney for the EEOC’s Los Angeles District Office, Anna Park. “It is counterproductive to the economy and also violates federal law.” [B][I](Saipan Tribune)[/I][/B]