Sheetz, a well-known convenience store chain, is being sued by federal officials.
The lawsuit alleges that Sheetz discriminated against Black, Native American, and multiracial job seekers by disqualifying applicants who failed a criminal background check.
The Core of the Controversy
Serious allegations have been leveled against Sheetz: the company is reportedly using criminal history to automatically exclude minority job applicants, CNN reports.
Triggering a lawsuit under federal civil rights laws, the practice calls into question the fairness of Sheetz’s employment screening.
Presidential Visit Amidst Legal Troubles
President Joe Biden made a campaign stop at a Sheetz store in Pennsylvania on the same day the lawsuit was filed.
His visit, though unrelated to the legal issues, inadvertently drew more attention to the company during this critical period.
EEOC Steps In
Taking action, the U.S. Equal Employment Opportunity Commission (EEOC) sued Sheetz in Baltimore.
The commission contends that Sheetz’s longstanding hiring policies disproportionately affect minority groups, constituting a violation of the Civil Rights Act of 1964.
Sheetz Defends Its Practices
Facing accusations, Sheetz has defended its commitment to diversity and inclusion.
“Diversity and inclusion are essential parts of who we are. We take these allegations seriously. We have attempted to work with the EEOC for nearly eight years to find common ground and resolve this dispute,” Nick Ruffner, the company spokesperson, stated.
The Scale of Sheetz’s Operations
More than just a local store, Sheetz is a major employer with over 23,000 employees and more than 700 locations across six states.
This legal challenge casts a shadow over the company’s employment practices throughout these regions.
An Unusual Day for a Presidential Visit
On an unusual day, President Biden’s casual visit to Sheetz for campaign interactions coincided with unfolding legal drama.
The presidential visit drew unexpected media attention to the chain as the lawsuit was filed.
Lawsuit Details
The EEOC points out that Sheetz’s employment strategy, especially the use of criminal background checks, targets minority applicants unfairly.
It leads to a higher rejection rate for these groups compared to white applicants, lacking sufficient justification related to job safety or performance.
What the Law Says
EEOC attorney Debra M. Lawrence has articulated the legal position.
“Federal law mandates that employment practices causing a disparate impact because of race or other protected classifications must be shown by the employer to be necessary to ensure the safe and efficient performance of the particular jobs at issue. Even when such necessity is proven, the practice remains unlawful if there is an alternative practice available that is comparably effective in achieving the employer’s goals but causes less discriminatory effect.”
The Broad Impact of Hiring Policies
Although the lawsuit does not detail specific numbers, it indicates that Sheetz’s questionable hiring practices date back to at least 2015.
Such findings imply that a considerable number of job seekers might have been affected over the years.
What the EEOC Wants
The EEOC is demanding substantial remedies from Sheetz, pushing the company not only to correct its hiring practices but also to make amends.
ABC News reports that the agency seeks to have Sheetz offer employment to those unjustly denied opportunities, along with providing back pay, retroactive seniority, and other benefits.
Negotiations Break Down
Initially, the EEOC sought to amicably resolve the issues with Sheetz through negotiation.
However, when discussions failed to produce a resolution, the agency was compelled to take legal action, aiming to enforce compliance and rectify the alleged discriminatory practices.
