WATCH: Biden sues Sheetz ONE DAY after Joe's botched photo op at Sheetz gas station
By Jim Hoft The Gateway Pundit President Trump is swarmed by supporters at fast food restaurants and bodegas where he spends a long time talking to them and reporters, as happened last Tuesday evening in Harlem. In contrast, 81 million vote getter Joe Biden stopped by a Sheetz gas station in Pittsburgh Wednesday afternoon and…
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By Jim Hoft
The Gateway Pundit
President Trump is swarmed by supporters at fast food restaurants and bodegas where he spends a long time talking to them and reporters, as happened last Tuesday evening in Harlem.
In contrast, 81 million vote getter Joe Biden stopped by a Sheetz gas station in Pittsburgh Wednesday afternoon and was greeted by total silence, save for one supporter who met him at the door with a hug. Video of Biden’s entrance shows two children and their mother seated, silently watching Biden, with the sound of the in-store music heard quite clearly over the small talk by Biden and the supporter.
There were no cheers, no chants of “Four more years!” Just muzak.
A few days ago, Biden meandered dazed & confused around a Sheetz convenience store in PA.
Now he’s suing Sheetz for racial discrimination because they refuse to hire criminals, aka people who fail criminal background checks.
Are you awake yet?pic.twitter.com/BYdGoyZzQn
— Monica Crowley (@MonicaCrowley) April 21, 2024
With few supporters to talk to, Biden was in and out in just two minutes according to the pool report.
The very next day the Biden regime sued Sheetz, Inc. for racial discrimination because the company WON’T HIRE FELONS!
That sounds racist?
Local WTAJ in Pittsburgh reported the news.
The Biden administration used the chain for a photo op fail on April 17th – Then sued the company on April 18th.
The EEOC released this statement on Thursday April 18, 2024.
Press Release
04-18-2024
EEOC Sues Sheetz, Inc. For Racially Discriminatory Hiring Practice
Federal Agency Charges That Employer’s Criminal History Screening Causes Discriminatory Impact Against Black, Native American and Other Workers
BALTIMORE – Sheetz, a large convenience store chain, violated federal law by denying employment to a class of job applicants because of their race, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.The EEOC filed suit against Sheetz, Inc.; Sheetz Distribution Services, LLC; and CLI Transport, LP (collectively, Sheetz), which together operate a chain of convenience stores with over 600 locations in six states. According to the lawsuit, Sheetz has maintained a longstanding practice of screening all job applicants for records of criminal conviction and then denying them employment based on those records.
The EEOC charges that Sheetz’s hiring practices disproportionately screened out Black, Native American/Alaska Native and multiracial applicants. Sheetz’s companywide hiring practices violated provisions of Title VII that prohibit disparate impact discrimination, the EEOC says. The lawsuit does not allege that Sheetz was motivated by race when making hiring decisions.
Such alleged conduct violates Title VII, which prohibits facially neutral employment practices that cause a discriminatory impact because of race when those practices are not job-related and consistent with business necessity or where alternative practices with less discriminatory impact are available. The EEOC filed suit in U.S. District Court for the District of Maryland, Northern Division (U.S. EEOC v. Sheetz, Inc., et al., Civil Action No. 1:24-cv-01123-JKB, after first attempting to reach a pre-litigation settlement through its conciliation process.
“Federal law mandates that employment practices causing a disparate impact because of race or other protected classifications must be shown by the employer to be necessary to ensure the safe and efficient performance of the particular jobs at issue,” said EEOC Regional Attorney Debra M. Lawrence. “Even when such necessity is proven, the practice remains unlawful if there is an alternative practice available that is comparably effective in achieving the employer’s goals but causes less discriminatory effect.”
EEOC Philadelphia District Office Director Jamie R. Williamson said, “This highlights the significance of the observance of April as Second Chance Month, underscoring our nation’s commitment to reintegrating individuals with criminal records into society by ensuring they have fair access to employment and other essential services. To that end, the EEOC is dedicated to making sure that individuals with criminal records are not unlawfully excluded from employment opportunities because of race.”
This article originally appeared on The Gateway Pundit.com.
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