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Chubb & Son Insurance will give $110,000 to Hmong employee to resolve EEOC race bias and reprisal suit A federal judge has entered a $110,000 consent decree resolving a Title VII race discrimination and retaliation lawsuit brought against Federal Insurance Company, doing business as Chubb & Son, a U.S.-based property and casualty insurance giant with business worldwide, according to the U.S. Equal Employment Opportunity Commission (EEOC), which filed the suit in September 2010 (EEOC v Federal Ins Co, d/b/a Chubb & Son, EDWis, No 10-c-0849). The EEOC alleged that Chubb refused to promote Kong Chee Vang, a Hmong employee, in its Milwaukee underwriting office because of her Asian race. The EEOC said that Chubb failed to stop its managers from using stereotypes and negative assumptions based on race while supposedly considering Vang in 2006 and 2007 for a promotion to underwriter. Chubb also retaliated against Vang after she filed a complaint with EEOC alleging that her Hmong national origin and Asian race were the reasons she did not get the promotion, according to the commission. The retaliation, the EEOC said, consisted of Chubb's rejecting Vang for a second promotion later in 2007. The case was scheduled for voluntary mediation before U.S. Magistrate Judge Aaron E. Goodstein when the parties reached agreement. The resulting consent decree was approved by U.S. District Judge Lynn Adelman on May 3, 2011. Vang, who still works for Chubb, will receive back wages of $60,000 and compensatory damages of $50,000 for emotional distress. The decree also includes provides for an injunction against further discrimination or retaliation, required antidiscrimination training for Chubb employees, and reporting to the EEOC in the event of future discrimination complaints made to Chubb by employees. "When race gets into employment decision making, the process itself is fatally defective, and the EEOC will not hesitate to challenge it," said John Hendrickson, regional attorney for the EEOC's Chicago District. "The same is true when retaliation infects the situation. Managers who may think they are 'just standing up' for their companies when they retaliate against complainants are, in fact, just doing more damage."
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