FEDEX FREIGHT TO PAY $500,000 FOR RACIAL BIAS

EEOC Settles Suit for Qualified Black Workers Denied Promotions at Trucking Company

ST. LOUIS – The U.S. Equal Employment Opportunity Commission (EEOC) today   announced a half million dollar settlement of a class employment discrimination   lawsuit against FedEx Freight East, a nationwide trucking company, on behalf   of 20 qualified African American employees who were denied promotions and assignments   based on their race.

The EEOC alleged in the lawsuit that American Freightways, which was subsequently   acquired by FedEx, discriminated against African Americans in making promotions   from part-time to full-time dockworker positions, promotions to dock supervisor   positions, and work assignments at its St. Louis terminal. Six African Americans   dockworkers filed charges with the EEOC, intervened in the lawsuit, actively   participated in its prosecution, and joined in the settlement. They were represented   by Jon Berns and Jerome Dobson of Weinhaus, Dobson, Goldberg and Moreland.

In addition to $500,000 in monetary relief, the consent decree resolving the   litigation – pending approval by the U.S. District Court in St. Louis –   also requires reporting by FedEx on promotions from part-time to full-time dockworker   positions and to dock supervisor positions.

"We are pleased that FedEx corrected the problems at its St. Louis terminal   after it acquired American Freightways and now has reached a fair resolution   of this lawsuit," said Robert G. Johnson, Regional Attorney for EEOC's   St. Louis District Office. "Unfortunately, 40 years after enactment of   the landmark Civil Rights Act, the EEOC continues to see cases of race discrimination   against African Americans. All individuals deserve the freedom to compete and   advance in the workplace on a level playing field without discriminatory barriers."

In addition to enforcing Title VII of the Civil Rights Act of 1964, which   prohibits discrimination based on race, color, sex, religion, and national origin,   the EEOC also enforces the Age Discrimination in Employment Act, which protects   workers age 40 and over from discrimination based on age; the Equal Pay Act,   which prohibits gender-based wage discrimination; the Rehabilitation Act of   1973, which prohibits discrimination against individuals with disabilities in   the federal sector; Title I of the Americans with Disabilities Act, which prohibits   discrimination against people with disabilities in the private sector and state   and local governments; and sections of the Civil Rights Act of 1991. Further   information about the EEOC is available on the agency's Web site at www.eeoc.gov.

In addition to enforcing Title VII, the EEOC enforces the Age   Discrimination in Employment Act, which protects workers age 40   and older from discrimination based on age; the Equal Pay Act of   1963, which prohibits gender-based wage discrimination; the   Rehabilitation Act of 1973, which prohibits employment   discrimination against people with disabilities in the federal   sector; Title I of the Americans with Disabilities Act, which   prohibits employment discrimination against people with   disabilities in the private sector and state and local   governments; and sections of the Civil Rights Act of 1991.   Further information about the Commission is available on the   agency's web site at www.eeoc.gov.