I've gathered a selection of stories about inappropriate things like stealing steroids, getting hooked on a casino-gambling game, or fooling around with an alien death ray, and tossed in some other tales my fans might enjoy.
About the author: David Lubar attributes his passion for short stories to his short attention span and his lack of typing skills. He has written 27 books for teens and young readers. He also worked as a video-game programmer and designer, back in the old days when eight pixels was good enough for everyone. Reviews from Goodreads. FictionDB Reviews:. We moved your item s to Saved for Later.
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Customer Reviews. The consent decree enjoins Carolina Metal from engaging in future racial discrimination. The decree also requires the company to conduct anti-discrimination training at its Bishopville facility; post a notice about the settlement at that facility; implement a formal anti-discriminatory policy prohibiting racial discrimination; and report certain complaints of conduct that could constitute discrimination under Title VII to the EEOC for monitoring. In December , Swissport Fueling, Inc. The lawsuit alleged that a Swissport manager routinely called the African fuelers "monkeys" in various degrading ways.
A manager also made demeaning references to slavery to the fuelers, such as telling them: "You guys are lucky I pay you because way back then, you did not get paid"; "You are lucky to be paid. A long time ago Blacks were doing this for free"; "At one time, you people would not be paid"; and "Blacks work for free. Swissport Fueling, Inc. The complaint alleged that they complained to the company about racial comments that included the "N-word" made by a White employee between June and August , but the harassment continued.
The three-year settlement includes the company's agreement to not permit or maintain a hostile work environment based on race, not to discriminate or retaliate against any employees because of opposition to any unlawful practice, a posting of procedures for reporting discrimination and harassment, the submission of a report to EEOC regarding internal discrimination and harassment complaints, and the provision of a neutral letter of reference that states one of the affected employees left employment because he was laid off.
Carolina Mattress Guild Inc.
According to the EEOC's suit, Titan's highest-level managers subjected its sole Black driver, Michael Brooks, to discriminatory treatment during his employment, including assigning White drivers more favorable routes, requiring Brooks to perform degrading and unsafe work assignments. Brooks was also subjected to harassment such as racial slurs and racially derogatory insults, taunting and racial stereotypes, including the use of the "N-word.
After Titan's attorney withdrew from the case, the court found Titan did not continue to assert its defenses and ignored several orders of the court, displaying a reckless and willful disregard for the judicial proceedings. As a result, a default judgment was entered by U. District Judge M.
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Titan Waste Services, Inc. In March , Olympia Construction, Inc. Olympia Constr. The EEOC alleged that the distributor's supervisors, including the Black employee's supervisor, used that restroom, yet the racist message remained for 30 days after he complained. In addition to the monetary relief, the consent decree requires the company will repaint the restrooms and train employees on race discrimination within 45 days.
MBM Corp. Iowa consent decree granted June 24, According to the EEOC's suit, an African-American employee of Torqued-Up assigned to a field crew in South Texas experienced racial harassment in the form of racial slurs and epithets from two employees who supervised him on the job. According to the EEOC, the employee, who had 30 years of experience in the oil industry, reported the racial harassment to Torqued-Up's management, but instead of putting a stop to it, the company unlawfully retaliated against him.
The punishment included removing the man from his crew and assigning him to perform menial tasks such as washing trucks and sweeping, rather than the oil field work that he had been hired to perform, and reducing his work hours, thereby reducing his income. Torqued-Up Energy Services, Inc. May 28, The EEOC filed suit against the company in September , charging that the company subjected Antonio and Joby Bratcher and a class of African-American employees to racial harassment and retaliation.
In a ruling last year, Judge Dale A. Kimball found that the Bratchers and class member James Buie were subjected to an objectively hostile work environment based on race. The court observed that the site superintendent, Paul E. Facer, referred to the African-American employees as "nrs" or a variation of that word almost every time he spoke to them. Other Holmes employees used the term "nr-rigging" while working there, and racist graffiti was evident both inside and outside portable toilets on the work site.
In addition to the monetary relief, Holmes also committed to implement several affirmative steps to prevent and address race-based conduct on the worksite. These measures include: a comprehensive training regimen on discrimination including racial discrimination and harassment ; discussions of harassment in work site meetings on a monthly basis; the provision of an external ombudsman to receive and investigate complaints of discrimination or retaliation; and a detailed review and revision of Holmes' policies and procedures concerning protected-class discrimination and retaliation.
Utah consent decree filed Apr. The foreman also told racist jokes in the workplace, and made negative comments about African Americans; including that Sean Bell shot by the police at a nightclub deserved to be shot, and threatened that candidate Barack Obama would be shot before the country allowed a Black president. The abuse lasted for two months and escalated when the co-worker physically assaulted the Black employee and inflicted serious permanent injuries.
During a four-day bench trial, the court heard evidence that the employee repeatedly reported offensive verbal conduct and gestures by the co-worker to Whirlpool management before she was violently assaulted, without any corrective action by the company. The trial also established that the employee suffered devastating permanent mental injuries that will prevent her from working again as a result of the assault. Whirlpool filed a motion to alter or amend the judgment on January 15, which the district court denied on March 31, On April 26, , Whirlpool appealed the judgment to the U.
Court of Appeals for the Sixth Circuit. The plant where the discrimination occurred had closed during the litigation period. Whirlpool Corp. June 12, granting joint motion to dismiss. A noose was displayed in the worksite, derogatory racial language, including references to the Ku Klux Klan, was used by a direct supervisor and manager and that race-based name calling occurred. Ready Mix denies that racial harassment occurred at its worksites.
The two-year decree enjoins Ready Mix from engaging in further racial harassment or retaliation and requires that the company conduct EEO training. Ready Mix will be required to modify its policies to ensure that racial harassment is prohibited and a system for investigation of complaints is in place.
The company must also report certain complaints of harassment or retaliation to the EEOC for monitoring. The jury also found that one employee was fired in retaliation for complaining about the hostile environment. In a complaint filed in June , EEOC alleged that, from at least May through June , one Black employee was subjected to derogatory and threatening comments based on his race by his supervisor and co-workers, and that a coworker mechanic displayed a noose and asked him if he wanted to "hang from our family tree.
Evidence also revealed that A. Widenhouse's general manager and the employee's supervisor also regularly made racial comments and used racial slurs, such as asking him if he would be the coon in a "coon hunt" and alerting him that if one of his daughters brought home a Black man, he would kill them both. The employee also frequently heard other co-workers use racial slurs such as "nigger" and "monkey" over the radio when communicating with each other. The second Black employee testified that, when he was hired in , he was the company's only African American and was told he was the "token black.
Both employees reported the racial harassment, but company supervisors and officers failed to address the hostile work environment.
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Widenhouse Inc. In January , Emmert International agreed to settle an employment discrimination lawsuit filed by EEOC that charged the company harassed and retaliated against employees in violation of federal law. Emmert's foreman and employees regularly used the "n-word," called the Black employee "boy," called the White employee a "n lover," and made racial jokes and comments. The decree also requires Emmert International to post notices explaining federal laws against workplace discrimination.
Emmert Industrial Corp.
It also decided, however, that a jury must determine if the three Black plaintiffs found the workplace subjectively offensive because, although their repeated complaints indicate they were offended, a jury must resolve factual issues raised by some co-workers' testimony that the plaintiffs actually did not seem bothered by the harasser's conduct.
The court said the undisputed evidence also indicated that human resources manager told the company's employees during a safety meeting not to "nigger rig their jobs"; that company management was aware the worksite's portable toilets were covered with racist graffiti; and that other White supervisors and employees routinely used racial epithets, including an incident where a White supervisor commented regarding rap music being played in a van transporting employees to the worksite, "I'm not listening to this nigger jig.
But I see you as a black man. Utah Oct. In March , the EEOC sued a restaurant in Menomonie, Wisconsin because its managers allegedly posted images of a noose, a Klan hood and other racist depictions, including a dollar bill that was defaced with a noose around the neck of a Black-faced George Washington, swastikas, and the image of a man in a Ku Klux Klan hood. A Black employee to complained and then was fired.
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Northern Star Hospitality Inc. The EEOC said that a noose was displayed in the worksite, that derogatory racial language, including references to the Ku Klux Klan, was used by a direct supervisor and manager and that race-based name calling occurred. The two-year decree also enjoins Ready Mix from engaging in further racial harassment or retaliation and requires that the company conduct EEO training.
Related Zero Tolerance Meets the Alien Death Ray and Other (Mostly) Inappropriate Stories
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