- they must comply with Executive Order 11246
Wells Fargo has been sued before and they lost BIGLY:
https://www.housingwire.com/articles/wells-fargo-settles-allegations-of-discriminating-against-female-african-american-job-applicants/
Ftfa:
Additionally, the investigation found that Wells Fargo discriminated against 282 African American applicants for phone banker positions in Phoenix.
In doing so, Wells Fargo failed to comply with Executive Order 11246, which prohibits race and s-x discrimination by federal contractors, the Labor Department said.
As part of the settlement with the Labor Department, Wells Fargo will pay $603,612 in back wages, interest and benefits to the affected applicants, but does not admit liability in the matter.
Wells Fargo must also make job offers to 66 of the original applicants (17 in Glen Allen, Virginia, 20 in Salt Lake City, and 29 in Phoenix) as positions become available.
Beyond that, Wells Fargo must “review and revise its selection process and provide better training to its hiring managers to eliminate practices that resulted in the violations,” the Labor Department said.
“Companies that accept federal contracts must monitor their hiring processes to ensure applicants are not rejected based on unlawful practices,” Office of Federal Contract Compliance Programs Regional Director Michele Hodge added.
https://hortonpllc.com/what-is-executive-order-11246/
Specifically the executive order states:
Federal Contractors who do over $10,000 in government business in a year. It essentially has two basic functions (as amended):
Prohibits discrimination in employment based on race, color, religion, s-x, s-xual orientation, gender identity, or national origin.
Requires affirmative action to ensure that equal opportunity is provided in all aspects of employment.
In addition, contractors with over 50 employees and a contract of at least $50,000 must prepare written affirmative action plans. The Office of Federal Contract Compliance (OFCCP) may audit contractors to review compliance with the affirmative action requirements.
Covered contractors who do not satisfy the affirmative action requirements face many possible penalties. These can include pay awards, notices of violations, enhanced government oversight, loss of contracts, and negative publicity.
When Wells Fargo sends jobs to india they are discriminating based on national origin.
This is an open and shut case.