Summarize in one paragraph what laws or regulations Walmart violated, which protected group had their rights violated and how their rights were violated. Identify what actions or steps an employer should take in developing a compliant selection process. A minimum of three actions or steps and a maximum of five steps.

Michelle Eisele, EEOC Indianapolis district director said, "One of the EEOC's six U.S. Equal Employment Opportunity Commission national priorities is eliminating barriers in recruitment and hiring. Employers need to ensure their testing and screening practices do not discriminate against any group." Press Release09-10-2020 "The parties were able to reach an early resolution of this case due to Walmart's Walmart, Inc. to Pay $20 Million to Settle willingness to engage in settlement discussions. Distribution center jobs provide good career opportunities for women when sex-based barriers to hiring for those jobs are EEOC Nationwide Hiring Discrimination removed," said EEOC Regional Attorney Kenneth L. Bird. "Walmart operates 44 grocery distribution centers nationwide. Elimination of the PAT Case will allow more women to obtain a relatively high-paying entry-level position at one of Retail Giant to Cease Physical Abilities Testing Which Disproportionally Excluded Female these centers - a necessary first-step toward advancement," added EEOC Senior Trial Order Filler Applicants, Federal Agency Charged Attorney Aimee L. Mckerren. LOUISVILLE, Ky. - Walmart, Inc. will pay $20 million, stop using a pre-employment test, The Louisville Area Office of the EEOC is part of the EEOC's Indianapolis District, with and furnish other relief to settle a companywide, sex-based hiring discrimination lawsuit jurisdiction over Indiana, Kentucky, Michigan, and parts of Ohio. filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay According to the EEOC's lawsuit, Walmart conducted a physical ability test (known as connected with the latest EEOC news by subscribing to our email updates. the PAT) as a requirement for applicants to be hired as order fillers at Walmart's grocery distribution centers nationwide. The EEOC said the PAT disproportionately excludes female applicants from jobs as grocery order fillers. This alleged conduct violates Title VII of the Civil Rights Act of 1964, prohibits employment discrimination based on sex, including the use of tests administered to all applicants and employees regardless of sex but that cause a discriminatory effect or impact on persons of a particular sex or any other demographic category. Employers using such tests must prove the practices are necessary for the safe and efficient performance of the specific jobs. Even if this necessity is proven, such tests are prohibited if it is shown there are alternative practices that can achieve the employer's objectives but have a less discriminatory effect. The EEOC filed suit in the U.S. District Court for the Eastern District of Kentucky, London Division. (EEOC v. Walmart, Inc., Case No. 6:20-cv-00163-KKC) on Aug. 3, 2020, after first attempting to reach a settlement through its prelitigation voluntary conciliation process. The parties reached agreement and filed a joint motion to approve a consent decree that same day. The motion was approved by the court and the consent decree was entered on Sept. 9, 2020. The consent decree requires Walmart to cease all physical ability testing currently being used for purposes of hiring grocery distribution center order fillers. The decree also requires Walmart to pay $20 million into a settlement fund to pay lost wages to women across the country who were denied grocery order filler positions because of the testing