Meet Judge Al Bennett’s Spouse per her LinkedIn resume.
Do you think a NDT EEOC Complaint would command recusal when NDT companies are working frequently at plants run by BP and Lyondell and your spouse is a Labor, Employment and Litigation Counsel and the case involves a person of color like the Judge?
It seems this case is already heavily weighted against API, Inc, the Non-Destructive Testing company from out of state.
Labor, Employment, and Litigation Counsel, BP
Houston, Texas, United States
Over 20 years of broad-range employment and labor legal experience, having worked as an attorney for the federal government, with a large regional based law-firm, and in corporate legal departments. “AV” rated by peers (which is the highest rating an attorney can recieve) in Martindale-Hubbell.
Specialties: Board Certified, Labor and Employment Law by the Texas Board of Legal Specialization; employment litigation; employment counselling; investigations; government compliance audits; employment policy design and implementation; training, arbitrations; union negotiation, employment based visas
Senior Counsel – Labor and Employment
Jan 2015 – Jan 2019
4 years 1 month
Senior Consulting Counsel – Labor and Employment
Sep 2011 – Feb 2013
1 year 6 months
Lyondell Chemical Co. / LyondellBasell Industries
Senior Corporate Counsel – Employment, Labor and Immigration
1999 – Aug 2011
Browning Ferris Industries (BFI)
Employee Relations Counsel
1997 – Jun 1999
Strasburger & Price, LLP
1994 – 1997
US Department of Labor
1991 – 1994
U.S. Equal Employment Opportunity Commission v. American Piping Inspection, Inc.
District Court, S.D. Texas
ORDER for Initial Pretrial and Scheduling Conference and Order to Disclose Interested Persons. Initial Conference set for 12/10/2021 at 09:30 AM in Courtroom 8C before Judge Alfred H Bennett. (Signed by Judge Alfred H Bennett) Parties notified.(RachelSalazar, 4) (Entered: 10/01/2021)
Inspection Services Company Subjected Black Employee to a Racially Hostile Work Environment, Then Fired Him for Complaining, Federal Agency Says
HOUSTON – American Piping Inspection, Inc. (API), an Oklahoma-based oil and gas inspection services company doing business in Texas, violated federal law when its supervisors created and condoned a hostile work environment for an African American employee and retaliated against him for complaining about the harassment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed on September 30, 2021.
According to the EEOC’s lawsuit, a supervisor at API’s Midland facility began harassing the employee on his first day at work and the conduct continued throughout his employment. The supervisor referred to him and other black workers by a racial slur. The supervisor would also openly make racially offensive remarks he called “jokes” in the presence of employees under his supervision.
Offended, the employee told the supervisor to stop engaging in the offensive conduct, and when he did not, the employee complained to API’s vice-president. However, the supervisor continued making racial comments, often while mocking the employee in front of his peers for being offended. Following a gathering at which the supervisor and other employees were present, the supervisor made other racist jokes while looking directly at the employee and using his hand to pretend to shoot a gun at him. Feeling threatened, the employee again complained to API’s vice-president. Shortly thereafter, API supervisors began to scrutinize and discipline the employee more harshly than his white colleagues and ultimately fired him about a month later.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits racial discrimination and retaliation. The EEOC filed suit in U.S. District Court for the Southern District of Texas (Civil Action No. 4:21-cv-03187) after first attempting to reach a pre-litigation settlement through its voluntary conciliation process. The EEOC’s suit seeks backpay, compensatory and punitive damages for the employee, as well as injunctive relief intended to prevent any future discrimination in the workplace.
Rayford Irvin, director of the EEOC’s Houston District Office, said “Employers have a legal duty to take prompt corrective action if such race-based conduct arises in a workplace. Employers should ensure supervisors are held accountable and are properly trained to handle complaints of harassment.”
“Using racial epithets and other racially insulting language has no place in the American workplace. It is the employer’s responsibility to providing their employees workplaces free of racial discrimination,”
said Rudy Sustaita, regional attorney for the EEOC’s Houston District Office.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.