U.S. Department of Labor Reaches Agreement with Texas Electronics Company to Resolve Alleged Hiring Discrimination

MANSFIELD, TX – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with Mouser Electronics Inc. – an international distributor of semiconductors and electronic components – to resolve allegations of hiring discrimination.

A routine OFCCP compliance evaluation at Mouser Electronics Inc.’s Mansfield, Texas, facility found hiring disparities that disadvantaged 5,372 African American, Hispanic, white, and male applicants from Sept. 1, 2012, through Aug. 31, 2014. OFCCP determined that Mouser Electronics Inc.’s actions violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color or national origin.

While not admitting liability, Mouser Electronics Inc. will pay $600,000 in back wages and interest. The employer will also offer stock control associate positions to 66 affected applicants as positions become available. The employer will also take steps to ensure its personnel practices, including recordkeeping, meet legal requirements.

“The U.S. Department of Labor is committed to resolving discrimination issues by working with employers and employees,” said Office of Federal Contract Compliance Programs Southwest and Rocky Mountain Regional Director Melissa Speer, in Dallas, Texas. “Mouser will also review and revise, as necessary, its hiring process, and train employees to ensure it is in compliance with federal hiring and equal employment opportunity laws.”

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities.  These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

If you think you may be one of the workers eligible for back pay or job opportunities from this settlement, or may know someone who is, please visit the OFCCP Class Member Locator at http://www.dol.gov/ofccp/cml, where you can also find information about other OFCCP settlements.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.