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Press Release

Justice Department Secures Agreement with Miami-Based Manufacturer to Resolve Immigration-Related Discrimination Claims

For Immediate Release
Office of Public Affairs

The Justice Department announced today that it has secured a settlement agreement with three corporate entities, Mr. Glass Doors and Windows Inc., Mr. Glass Doors and Windows Manufacturing LLC, and Powder Coating Technologies LLC (collectively Mr. Glass Group). The settlement resolves the department’s determination that Mr. Glass Group violated the Immigration and Nationality Act (INA) by discriminating against non-U.S. citizens when checking their permission to work in the United States.

“Requiring workers to provide specific or unnecessary documents to prove their permission to work creates an unlawful barrier to employment for people who are eager to begin working and providing for themselves and their families,” said Assistant Attorney General Kristen Clarke of the Justice Department’s Civil Rights Division. “The Justice Department will not stand for unlawful discrimination and will continue to ensure that employees have equal opportunity in the hiring process and in the workplace.”

The department’s investigation determined that from at least March 1, 2018, to Sept. 16, 2020, Mr. Glass Group routinely required lawful permanent residents to present a specific immigration document when checking their permission to work, based on the employees’ citizenship or immigration status.

Under the terms of the settlement, Mr. Glass Group will pay $120,000 in civil penalties to the United States. The agreement also requires Mr. Glass Group to train its personnel on the INA’s requirements, revise its employment policies and be subject to departmental monitoring and reporting requirements.

Federal law allows all workers to choose which valid, legally acceptable documentation to present to demonstrate their identity and permission to work, regardless of citizenship, immigration status or national origin. The INA’s anti-discrimination provision prohibits employers from asking for specific or unnecessary documents because of a worker’s citizenship, immigration status or national origin. Indeed, many non-U.S. citizens, including lawful permanent residents, are eligible for several of the same types of documents to prove their permission to work as U.S. citizens (such as a driver’s license and an unrestricted Social Security card). Employers must allow workers to present whatever acceptable documentation the workers choose and cannot reject valid documentation that reasonably appears to be genuine.

The Civil Rights Division’s Immigrant and Employee Rights Section (IER) is responsible for enforcing the anti-discrimination provision of the INA. Among other things, the statute generally prohibits discrimination based on citizenship status and national origin in hiring, firing or recruitment or referral for a fee; unfair documentary practicesretaliation; and intimidation

Learn more about IER’s work and how to get assistance through this brief video. Applicants or employees who believe they were discriminated against based on their citizenship, immigration status, or national origin in hiring, firing, recruitment or during the employment eligibility verification process (Form I-9 and E-Verify); or subjected to retaliation, may file a charge. The public can also call IER’s worker hotline at 1-800-255-7688 (1-800-237-2515, TTY for hearing impaired); call IER’s employer hotline at 1-800-255-8155 (1-800-237-2515, TTY for hearing impaired); sign up for a live webinar or watch an on-demand presentation; email; or visit IER’s English and Spanish websites. Sign up for email updates from IER.

Updated August 2, 2023

Labor & Employment
Civil Rights
Press Release Number: 23-842