Running Head: Article Share #2

Article Share #2
Bryan E. Cratty
Eliza Gordner
Marian University
BUS-358
October 13, 2013

According to the lawsuit, Swift Aviation subjected former employee Adam Donmez to
harassment because of his Turkish/Palestinian national origin and because he is Muslim.
Supervisors said things such as, "I don't know why we don't just kill all them towelheads";
asking Donmez why he was "Dressed like [he was] gonna blow up the World Trade Center"; and
derogatory jokes about Arabs. Donmez reported the harassment to another supervisor, but Swift
Aviation failed to stop the harassment. Ultimately, the harassment was so bad that Donmez was
forced to resign his employment.
Harassment based on national origin or religion violates Title VII of the Civil Rights Act
of 1964. This includes an employer making offensive or derogatory remarks about an employee
being from a particular country or region, his ethnicity, or his accent, or making such comments
about an employee's religion, when such comments are so frequent or severe that it creates a
hostile or offensive work environment. In this case, the alleged conduct created a discriminatory

Article Share 1
and hostile work environment for Middle Eastern, Arab, and Muslim employees based on
stereotypes.
In these situations, an employer has an obligation to stop the unlawful conduct.
According to the lawsuit, the employer failed to take action here to stop the harassment. As part
of the settlement, Swift Aviation will pay $50,000 in monetary relief to Donmez, including back
wages and compensatory damages. Swift Aviation will also stop subjecting any employee to
harassment or retaliation based on national origin or religion, and will provide training to its
managers and employees and will notify the EEOC about future harassment complaints.

Discrimination Attorneys in Atlanta

A Blog About Employee Rights and Employment Law

About

Services

Contact

Home National Origin Discrimination Swift Aviation Settles EEOC National Origin and Religious
Discrimination Lawsuit for $50,000

Swift Aviation Settles EEOC National Origin and

Religious Discrimination Lawsuit for $50,000

Article Share 1

Written by Southworth PC on August 5, 2013

Swift Aviation Services, Inc. will pay $50,000 to settle a lawsuit filed by the U.S. Equal
Employment Opportunity Commission (EEOC).
According to the lawsuit, Swift Aviation subjected former employee Adam Donmez to
harassment because of his Turkish/Palestinian national origin and because he is Muslim.
Supervisors said things such as, I dont know why we dont just kill all them towelheads;
asking Donmez why he was dressed like [he was] gonna blow up the World Trade Center;
and derogatory jokes about Arabs. Donmez reported the harassment to another supervisor,
but Swift Aviation failed to stop the harassment. Ultimately, the harassment was so bad that
Donmez was forced to resign his employment.
Harassment based on national origin or religion violates Title VII of the Civil Rights Act of
1964. This includes an employer making offensive or derogatory remarks about an
employee being from a particular country or region, his ethnicity, or his accent, or making
such comments about an employees religion, when such comments are so frequent or
severe that it creates a hostile or offensive work environment. In this case, the alleged
conduct created a discriminatory and hostile work environment for Middle Eastern, Arab,
and Muslim employees based on stereotypes. In these situations, an employer has an
obligation to stop the unlawful conduct. According to the lawsuit, the employer failed to take
action here to stop the harassment.
As part of the settlement, Swift Aviation will pay $50,000 in monetary relief to Donmez,
including back wages and compensatory damages. Swift Aviation will also stop subjecting
any employee to harassment or retaliation based on national origin or religion, and will
provide training to its managers and employees and will notify the EEOC about future
harassment complaints.
Anyone with questions about national origin discrimination or religious discrimination
should contact an employment attorney.

Categories: National Origin Discrimination, Religious

Discrimination - Tags: EEOC, national origin discrimination, religious discrimination