Enterprise Ordered to Pay $16.3 Million, and that’s Just Part of the Punishment for Discrimination

An administrative law judge (ALJ) ordered Enterprise RAC Company of Baltimore LLC to pay out “$6,645,444 in lost earnings and benefits to 2,336 African-American applicants for the company’s management trainee program.” Then you add interest, and the cost of giving jobs to applicants they previously rejected, and your total now stands at $16.3 million dollars.

When the lawsuit was filed in 2016, Enterprise RAC spokeswoman, Christine Cavallini said, in an email to the Baltimore Sun, “We’re disappointed that, after all this time, the Department of Labor has apparently chosen to ignore the evidence and proceed with this action. We work hard to ensure that our workforce mirrors the diversity of the communities we serve. That’s why we are moving immediately to defend against the Department’s decision.”

To keep reading, click here: Enterprise Ordered to Pay $16.3 Million, and that’s Just Part of the Punishment for Discrimination

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6 thoughts on “Enterprise Ordered to Pay $16.3 Million, and that’s Just Part of the Punishment for Discrimination

  1. Several years ago, I was “between cars,” and rented a car every weekend from Enterprise, since they — then — featured cars for $9.99 per day on weekends, with no charge for mileage. This went on for about a year. During that time, I visited a number of Enterprise locations, picking up and returning the cars. Inevitably, the staff consisted of attractive, young, 20-something employees, usually Caucasian. It doesn’t surprise me one bit to learn that Enterprise discriminated in hiring. Their staff visibly stood out as not representative of the demographics of our area.

    1. Odd how experiences can be so different. I rent all the time from Enterprise (for work–the company believes it’s cheaper overall to rent than to maintain owned vehicles), and I’d say 85%-90% of the time the folks were Hispanic, African-American, or members of some other minority group. This included store managers. More Hispanics in California than in the Southeast, but that reflects the population. Above the store level I can’t say–I haven’t had much to do with mid- to upper-management.

      I’m not saying you’re wrong; you’ve experienced what you’ve experienced. I’m just saying that it’s odd how different samples can yield such differing results.

  2. Funny how this may be representative of the specific geographic location hiring versus the company policy. I am saying this because all the Enterprise car rental locations in my area are very diverse in the personnel who are working in each location.
    But a good point was made, in making company wide policies like discussed in the article, follow up needs to occur to insure that this occurs to avoid problems. The city of Baltimore , Maryland does have double standards for hiring.

  3. Disparate impact is a bogus theory, used to force quotas on firms that still have the nerve to hire by merit. If this is not overturned it will compel firms like Enterprise to stop doing business in cities with demographics like Baltimore’s.

  4. I do not believe Enterprise discriminates in any way. I see the exact opposite of that as far as employees and policies

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