The Commission alleged that Whirlpool violated Title VII of the Civil Rights Act of 1964, when it was doing nothing to prevent a white employee of a man in a jacuzzi factory in LaVergne, Tenn., from harassing an African-American employee because of her race and gender. The abuse lasted two months and intensified when the employee physically assaulted the black employee and inflicted serious permanent injuries. During a four-day bank trial, the court heard evidence that the employee repeatedly reported offensive conduct and verbal gestures on the part of the Whirlpool executive, before being violently attacked without the company having to take corrective action. The trial also found that the employee suffered devastating permanent psychological injuries that will prevent her from returning to work as a result of the attack. At the end of the bank trial, the judge gave a final verdict and awarded a total of 1,073,261 $US in supplementary payment, first allowance and compensation on 21 December 2009. On January 15, 2010, Whirlpool filed an application for an amendment or amendment to the judgment, which the regional court rejected on March 31, 2011. On April 26, 2011, Whirlpool appealed the verdict to the U.S. Court of Business for the Circuit of Six. The company withdrew its appeal on June 11, 2012 and agreed to settle the matter with the EEOC and the intervener for $1 million and legal costs. The factory in which the discrimination occurred had closed during the period of the procedure. EEOC v Whirlpool Corp., 11-5508 (6th Cir. 12 June 2012) (request for dismissal of Mitiger).
It is important to file a patent application before the details of an invention are made public. In general, any invention published prior to filing an application would be considered a „priority art“ (although the definition of „prior art“ is not uniform at the international level, it refers in many countries to all information that has been made available to the public around the world by a written or oral disclosure prior to the filing date). In April 2015, Local 25 of the Sheet Metal Workers` International Association and the accompanying School of Apprentices agreed to create a compensation fund for a group of sheet metal workers who partly settled claims against discriminatory claims against the local union. According to the comparison, it is estimated that the union will pay approximately $12.7 million over the next five years and will create significant remedies to partially resolve claims against the union in 1991-2002. The union, which is responsible for sheet metal companies in northern New Jersey, allegedly discriminated against black and Hispanic companions for several years in terms of hiring and labor orders.