EEOC Files Lawsuit Against Sheetz, Inc. for Alleged Racially Discriminatory Hiring Practices

BALTIMORE, MD News (4/18/2024) – The U.S. Equal Employment Opportunity Commission (EEOC) has taken legal action against Sheetz, Inc., alleging that the convenience store chain violated federal law by engaging in racially discriminatory hiring practices. The lawsuit, filed today, asserts that Sheetz denied employment to a group of job applicants based on their race.

Sheetz, Inc.; Sheetz Distribution Services, LLC; and CLI Transport, LP are the entities named in the lawsuit. Together, they operate a network of over 600 convenience stores across six states. The EEOC contends that Sheetz has implemented a longstanding policy of screening all job applicants for criminal conviction records and subsequently rejecting them based on these records.

According to the EEOC, this screening process disproportionately affected Black, Native American/Alaska Native, and multiracial applicants. The agency alleges that Sheetz’s companywide hiring practices violated Title VII of the Civil Rights Act, which prohibits discriminatory impact in employment practices based on race. However, it’s important to note that the lawsuit does not claim Sheetz was motivated by racial bias in its hiring decisions.

Under Title VII, employment practices that cause a disparate impact due to race are unlawful unless they are shown to be job-related and consistent with business necessity, or if alternative practices with less discriminatory impact are available. The EEOC filed the lawsuit in the U.S. District Court for the District of Maryland, Northern Division (U.S. EEOC v. Sheetz, Inc., et al., Civil Action No. 1:24-cv-01123-JKB), after attempting to reach a pre-litigation settlement through its conciliation process.

EEOC Regional Attorney Debra M. Lawrence emphasized that federal law requires employers to demonstrate that practices causing a disparate impact based on race are necessary for ensuring safe and efficient job performance. Additionally, even if such necessity is established, the practice remains unlawful if there are alternative practices available that achieve the employer’s goals with less discriminatory effect.

Jamie R. Williamson, Director of the EEOC Philadelphia District Office, noted the relevance of April as Second Chance Month, which underscores the nation’s commitment to reintegrating individuals with criminal records into society by ensuring fair access to employment opportunities. Williamson emphasized the EEOC’s dedication to preventing the unlawful exclusion of individuals with criminal records from job opportunities on the basis of race.

The lawsuit initiated from the EEOC’s Baltimore Field Office, which operates under the Philadelphia District Office’s jurisdiction covering Maryland, Pennsylvania, West Virginia, Delaware, and portions of New Jersey and Ohio. Attorneys in this district office also handle discrimination cases in Washington, D.C., and parts of Virginia.

Employers seeking guidance on the consideration of arrest or conviction records in employment decisions can refer to resources provided by the EEOC. Additionally, individuals seeking more information on race and color discrimination can access resources on the agency’s website.

In response to the allegations, Sheetz, Inc. has yet to issue a public statement.

Story by multiple RFHC contributors.