Q. 1. Keisha
The topic I chose from the Equal Employment Opportunity Commission is one of sex discrimination, specifically for pregnancy. A Tacoma based security company called Oatridge Security Group, Inc. was found guilty of violation the Civil Rights Act 1964 “which prohibits sex or pregnancy-based discrimination. The law also prohibits employers from retaliating against employees for filing charges with the EEOC” (Equal Employment Opportunity Commission, 2020). The lawsuit states that a supervisor at one of Oatridge’s project sites was terminated shortly after she revealed her pregnancy, seeking leave. The manager claimed that security work was not for a pregnant woman. The employee tried multiple times to regain her job but was unsuccessful and was retaliated against after filing a claim with the EEOC. 
On November13, 2020 Oatridge agreed to pay the employee  $375,000 for lost wages and compensatory damages and make substantial changes to its policies, procedures, and training to create a discrimination workplace in the future and to enhance accountability and oversight of managers. The company is also ordered to provide “anti-discriminatory training to all employees, track and report to the EEOC all complaints of discrimination or retaliation, and post a notice about the consent decree and employee rights under federal law” (Equal Employment Opportunity Commission, 2020). 
One challenge managers face is creating organizational culture and climate where all employees have adequate knowledge about discrimination in all forms. Companies are made of people from all walks of life but how to get everyone on the same page?
Q2. Car
The case selected is titled (EEOC v. Dart Energy Corp. et al., Case No. 13-cv-00198-SWS (D.Wyo. (EEOC, 2014). The lawsuit filed in Denver under Well Servicing Companies regarding race discrimination towards Hispanics, Native American, and minority employees. This includes branches of the companies Beckman Production Services, Inc and J&R Well Service, LLC. The EEOC pursued monetary and injunctive relief for more than a dozen men who say that on a frequent and repetitive basis, they have had to suffer racially offensive remarks and jokes. Employees will complaint to their management regarding their concerns but were minimized or ignored. An area supervisor will respond to complaining employees that they had the option of quitting or just to do their jobs. All this alleged action contradicts Title VII of the 1964 Civil Rights Act, which forbids harassment and retribution against race and national origin for complaining about it. The oil and gas industry are a dangerous field as is, and to deal with discrimination, is not acceptable.
A federal judge in Casper, Wyo., accepted a settlement of $1.2 million in a lawsuit filed by the U.S. The federal government reported the Equal Employment Opportunities Commission against Dart Energy Corp. and two associated businesses. The respondents in the lawsuit are now subject to a three-year consent order requiring thorough instruction on the laws of workplace discrimination, the development of a toll-free anonymous reporting line, and annual worker assessments to ensure that there is no discrimination at facilities. J&R and Beckman will report twice a year to the EEOC for the length of the order.