According to media reports, on January 17, the U.S. Equal Employment Opportunity Commission (EEOC) filed lawsuits against two major automakers, alleging age discrimination involving General Motors (GM) and the United Auto Workers (UAW) and claims of sexual harassment at Stellantis, the parent company of Chrysler.
GM and the UAW are accused of maintaining a sickness and accident benefits policy under their collective bargaining agreement since October 2019, which reduces benefit payments for older employees receiving Social Security benefits.
The EEOC stated that this policy is in place at at least 50 GM facilities nationwide, discriminating against employees aged 66 and older, in violation of the Age Discrimination in Employment Act (ADEA).
Meanwhile, FCA US, a division of Stellantis, is accused of allowing widespread sexual harassment of female employees at a Detroit assembly plant since December 2020. The company allegedly ignored complaints from female workers about male supervisors and coworkers, some of whom were later promoted to leadership roles.
The EEOC reported that the alleged harassment included inappropriate touching and sexually suggestive comments. FCA failed to discipline the male harassers, creating a hostile work environment in violation of Title VII of the Civil Rights Act of 1964.
In response to these allegations, GM stated it has not yet reviewed the complaint and declined immediate comment. FCA and the UAW also did not respond to requests for comment regarding their respective cases.
The lawsuit against GM and the UAW seeks to recover unpaid benefits for workers aged 66 and older. The case against FCA aims to secure compensatory and punitive damages for the affected female employees at the Detroit plant. Both lawsuits also request permanent injunctions to prevent further misconduct by the companies.
The lawsuit against GM and the UAW was filed in federal court in New Albany, Indiana, while the FCA case was filed in federal court in Detroit.
These lawsuits are part of a series of enforcement actions taken by federal agencies in the final days of the Biden administration. It remains unclear how the EEOC's enforcement priorities will evolve under the new Trump administration.
