The U.S. Equal Employment Opportunity Commission, or EEOC, filed a class action lawsuit against Ford Motor Company in 2004 on behalf of a class of African-American employees, notes the EEOC. Siegel v. Ford Motor Company was a class action suit filed against the company in Michigan based on age discrimination, states the American Bar Association.
The EEOC and private counsel accused Ford of using a written application test that negatively affected African Americans employees' access to the company's apprentice programs, states the EEOC. These apprentice programs led to positions such as electrician, pipefitter and machine repair, and were advancement opportunities. In addition to a monetary award of $8.55 million, Ford agreed to place 280 African American employees on apprentice lists and to change its testing policies.
Siegel v. Ford was a class action lawsuit based on Ford's use of a forced ranking system for raises and employee evaluations that had a disparate impact on older employees, according to the American Bar Association. Employees alleged that the system led to discharge of older employees based on their placement in the lowest category of workers during employee evaluations, despite their actual work performance. Ford agreed to a $10.5 million settlement in 2002 that covered Siegel and another class action suit based on its ranking system.