A third-party logistics company based in Reno, Nevada, agreed to pay more than $396,000 to settle a 2025 charge alleging religious harassment.

In an investigation, the U.S. Equal Employment Opportunity Commission 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 lack of any corrective response, the employee concluded that further reporting would be futile and resigned.

“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.”

Religious Discrimination Prohibited by Civil Rights Act

The EEOC explained that an employer tolerating this kind of conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination, including harassment, because of an individual’s religion.

“Antisemitism and other forms of religious harassment have no place in the workplace,” said Christopher Green, director of the EEOC’s San Francisco District, which has jurisdiction over Northern Nevada.

“This case underscores the importance of employers taking swift action to address religious harassment,” said Andrea Lucas, EEOC chair.

Under the Trump administration, the EEOC is putting more focus on cases of systemic antisemitism. President Trump's January 2025 Executive Order proclaimed that "it is the policy of the United States to combat anti-Semitism vigorously, using all available and appropriate legal tools, to prosecute, remove, or otherwise hold to account the perpetrators of unlawful anti-Semitic harassment and violence."

While much of this effort has focused on university campuses, other cases are affected as well.

What ITS Logistics Agreement With EEOC Does

Under the conciliation agreement, the company agreed to provide $96,135 in back pay and $300,000 in compensatory damages to the former employee.

It also agreed to take steps to address such behavior in the future, including:

• Updating its 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.
• Reporting regularly to the EEOC on its compliance with the agreement for three years.

In the EEOC news release, 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.”

In addition to its downtown Reno headquarters, ITS has three distribution and fulfillment centers in Reno and Sparks, along with facilities in Indiana, Texas, Pennsylvania, and California.