In recent news, BaronHR and Radiant Services have been accused of discriminatory recruitment and hiring practices.

The Case: EEOC v. Radiant Services Corp. and BaronHR, LLC

The Court: U.S. District Court for the Central District of California

The Case No.: 2:22-cv-06517

Staffing Agencies & Employers in a Dual-Employer Relationship: EEOC v. Radiant Services Corp. and BaronHR, LLC

In EEOC v. Radiant Services Corp. and BaronHR, LLC, two entities are accused of violating employment law due to a dual-employer relationship. When staffing agencies and employers work together in a dual-employer relationship, they are both responsible for complying with employment law. A discrimination-free workplace is required by employment law, and preferential hiring has no place in the workforce. When a staffing agency agrees to discriminatory recruitment and hiring practices requested by an employer, the liability for the employment law violation extends from the employer to the staffing agency.

The Defendant: EEOC v. Radiant Services Corp. and BaronHR, LLC

Radiant Services Corp. and BaronHR, LLC, the defendants in EEOC v. Radiant Services Corp. and BaronHR, LLC, face allegations of employment law violations as dual employers. BaronHR is a national staffing agency that works with Radiant Services Corporation, a commercial laundry facility that provides services in Southern California’s hospitality industry. The two face accusations of discriminatory denial of work based on race, national origin, and sex. According to the case documents, BaronHR and Radiant have avoided recruiting, referring, and hiring Black, Asian, and White applicants for low-skill jobs since 2015. The company allegedly requested women applicants for particular “light” jobs and only men for other “heavy” jobs. According to the lawsuit, BaronHR fulfilled the company’s request to recruit new hires based on sex. In addition to recruiting applicants based on sex, the company also required applicants to have no medical conditions or past injuries, which excluded qualified individuals with disabilities (perceived disabilities or past disabilities) from any open positions at the company.

Details of the Case: EEOC v. Radiant Services Corp. and BaronHR, LLC

Federal law prohibits screening qualified job applicants to exclude individuals or groups based on sex, race, national origin, or disability. A policy that supports the practice violates employment law and creates an unhealthy, likely hostile work environment.

If you have questions about how to file a California employment law complaint, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.