The three-year consent decree requires Source One to train its employees on their rights under both Title VII of the Civil Rights Act and the Americans with Disabilities Act, report discrimination complaints, change its practices to conform to the laws and post a notice of the decree at its locations.
"The EEOC — through the appointment of an independent monitor — will keep a watchful eye on Source One to make sure it fulfills all of its obligations under the decree for the next three years,” John Hendrickson, regional attorney for the EEOC's Chicago district, said in a statement. “If Source One fails to adhere to the decree, the EEOC will do everything in its power to ensure compliance.”
The most recent suit, filed in May, accused Source One of forcing applicants to disclose disabilities and then screening out candidates based on those disabilities. The other, filed four years ago, focuses on allegations that Source One divided up duties based on whether they were “men’s work” and “women’s work,” and also based on race and national origin, according to the suit. The EEOC alleged that some women suffered retaliation for reporting their supervisors' unwanted sexual advances toward them. The EEOC also accused Source One of assigning female employees to positions in factories that were a known hostile work environment.
Source One is required to implement new policies and procedures within 20 days from the agreement’s approval, according to the decree. This includes removing questions about applicants’ medical histories from its interviews and providing a clearly articulated system for employees to report instances of discrimination.
The cases are EEOC v Source One Inc., case numbers 1:11-cv-06754 and 1:15-cv-01958, both in the U.S. District Court for the Northern District of Illinois.