Nevada Logistics Company to Pay Over $396,000 to Resolve EEOC Religious Harassment Charge

RENO, Nev. — A third-party logistics company based in Reno, agreed to pay more than $396,000 to settle a 2025 charge alleging religious harassment claims investigated by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

The EEOC’s investigation found reasonable cause to believe that soon after hire, an employee at ITS Logistics faced harassment based on his Jewish identity from co-workers and managers. This included frequent comments based on offensive stereotypes concerning Jewish people as well as antisemitic postings that both co-workers and managers received and participated in. Given management’s involvement in the harassment, the employee’s reports to managers, and the absence of any corrective response, the employee concluded that further reporting of the harassment would be futile and resigned. An employer tolerating such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination, including harassment, because of an individual’s religion.

Under the terms of the conciliation agreement, the company agreed to provide $96,135.54 in back pay and $300,000 in compensatory damages to the former employee, and implement strong injunctive relief that includes updating their anti-discrimination and anti-harassment policies and procedures; creating a recordkeeping mechanism to track complaints; providing extensive training to employees, supervisors, managers, and HR personnel; and providing regular reporting to EEOC on its compliance with the agreement for a period of three years.

“This case underscores the importance of employers taking swift action to address religious harassment,” said Andrea Lucas, Chair of the EEOC. “The EEOC remains firmly committed to protecting workers from unlawful religious discrimination and ensuring employers fulfill their obligations to prevent and correct workplace harassment.”

“Antisemitism and other forms of religious harassment have no place in the workplace. We commend ITS Logistics for resolving this matter and for investing in meaningful, proactive measures to ensure a workplace free from discrimination and harassment,” said Christopher Green, director of the EEOC’s San Francisco District. “By participating in the conciliation process, this employer worked with us to reach an appropriate remedy for the worker and demonstrated a strong commitment to fostering a positive and equitable workplace for current and future employees.”

“It was crushing to face antisemitic harassment at my first job out of college,” said the employee who filed the charge. “This experience taught me something I will carry forever: when you are targeted for nothing more than who you are, your silence only protects the harassers. With the EEOC’s help, I walked away from this with justice and real changes to the workplace to ensure this never happens to anyone else.”

Company representative Scott Pruneau said, “Any type of discriminatory comments or harassment based on an employee’s religious beliefs is not tolerated in our workplace. ITS is committed to a culture of inclusion and treating all employees fairly. We appreciate the EEOC’s involvement in this matter.”

Since January 2025, the EEOC has taken over 40 public actions to defend employees’ religious liberty, including filing lawsuits, resolving lawsuits via consent decrees, and resolving charges via public conciliations and other forms of pre-litigation settlements.

For more information on religious discrimination in the workplace, visit https://www.eeoc.gov/religious-discrimination. Resources on workplace harassment can be found at: https://www.eeoc.gov/harassment.

The EEOC’s San Francisco District Office has jurisdiction over Northern California, Northern Nevada, Oregon, Washington, Alaska, Idaho, and Montana.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.