We represent victims of reverse discrimination and anti-DEI whistleblowers

Often, it might seem like a particular business favors or disfavors a certain group of people. We know this type of discrimination based on race, sex, ethnic group and other protected personal characteristics is illegal, but proving unlawful bias is much harder. This is especially true in situations where a company has a large number of locations and controls numerous individual legal entities. Reviewing corporate records might be the only way to determine if a pattern of unlawful conduct exists.   

The U.S. Equal Employment Opportunity Commission (EEOC) launched an investigation against Vallarta Supermarkets based on allegations that their hiring and promotion decisions heavily favor Hispanic individuals. Vallarta is a family-owned grocery chain with approximately 80 locations and a corporate headquarters in Sylmar, California. The EEOC’s investigation extends beyond the flagship corporation to multiple related entities.

In a press release, the EEOC says that it asked Vallarta to provide information related to various employment practices, including information about applicants, screening methods used during the hiring process and demographic profiles of people who sought jobs with the company, as well as those who received them. According to the EEOC, Vallarta did not provide a satisfactory response, so a subpoena enforcement action has been filed to compel production of the requested information. Refusal to produce subpoenaed materials can lead to court sanctions and adverse inferences at trial. 

When even the federal government has difficulty obtaining data relating to alleged discriminatory conduct, it highlights the obstacles that face individuals who work at a supermarket, or got rejected from a job there. No matter the type of business, you might detect a clear pattern of bias, or hear accounts of illegal workplace practices, but might not be sure about what to do next. 

Consulting a proven employment law attorney gives you the best chance to take effective action against a company that is not following the rules. Victims of illegal discrimination might be entitled to compensatory damages, including back pay and reimbursement for physical or mental conditions stemming from the unlawful conduct. The company could also be ordered to correct their discriminatory practices and install training programs to guard against further problems. 

Kardell Law Group represents employees and rejected job applicants in actions against businesses that engage in illegal discrimination and retaliation. Contact us today if you believe you’ve been mistreated by an employer.