Leopalace Resort $1.41M Employee Discrimination Settlement

Employees who worked at Leopalace Resort in Guam between Jan. 1, 2015, and Feb. 19, 2025, and are not of Japanese national origin may qualify to claim a cash payment from a class action settlement.

Leopalace Guam Corp. agreed to pay $1,412,500 to settle a class action lawsuit brought by the U.S. Equal Employment Opportunity Commission. The lawsuit alleged Leopalace discriminated against non-Japanese employees by providing them with less favorable wages, benefits and terms and conditions of employment compared to Japanese employees in similar or subordinate positions. The lawsuit also claims Leopalace retaliated against employees who complained about such discrimination.

Who is eligible for a Leopalace Resort payout?

Class members must meet all of the following criteria:

• They worked for Leopalace Guam Corp. (doing business as Leopalace Resort) at any time between Jan. 1, 2015, and Feb. 19, 2025.
• They are of non-Japanese national origin.
• They were subjected to discrimination in the form of less favorable wages, benefits or terms and conditions of employment compared to Japanese employees in equivalent or subordinate positions.

Class members may also be eligible if they experienced retaliation for complaining about such discrimination.

How much can class members get?

The total settlement fund is $1,412,500. The U.S. Equal Employment Opportunity Commission will determine the exact amount each eligible class member can receive after reviewing all submitted claims questionnaires. The EEOC will consider factors such as:

• The duration of the class member's employment at Leopalace Resort
• The extent of discrimination or retaliation experienced
• Comparative pay or benefits data between the class member and Japanese employees in similar or subordinate positions.

How to claim a class action rebate

Class members must complete and submit an online claim questionnaire or download and print a PDF claim questionnaire to fill it out and mail it to the settlement administrator. The mail-in claim form date is Feb. 19, 2025. The online claim form deadline is April 19, 2025.

Settlement administrator's mailing address: EEOC v. Leopalace Guam Corp., c/o CPT Group Inc., 50 Corporate Park, Irvine, CA 92606

Required information

Claimants must provide:

• Employment dates and job titles at Leopalace
• Supervisor and co-worker information
• Details about pay, benefits and any differences compared to Japanese employees
• Information about any complaints made and the consequences experienced
• Demographic information, including national origin

To file an online claim, class members must provide the CPT ID and passcode from their settlement notice.

The U.S. Equal Employment Opportunity Commission may contact claimants for additional information if needed.

Payout options

• Wire transfer
• Paper check

$1.41 million EEOC settlement fund breakdown

The $1,412,500 settlement fund includes:

• Settlement administration costs: To be determined
• Payments to eligible class members: Remainder of the fund

Each party will pay its own costs for attorneys' fees.

Important dates

• Deadline to file a claim (by mail): Feb, 19, 2026
• Deadline to file a claim (online): April 19, 2026

When is the Leopalace Resort settlement payout date?

Monetary awards will be distributed after the claims process is complete.

Why was there a class action settlement?

The class action lawsuit alleged Leopalace Guam Corporation discriminated against non-Japanese employees by providing them with less favorable wages, benefits and employment terms compared to Japanese employees in similar or subordinate positions. The U.S. Equal Employment Opportunity Commission also claimed some employees faced retaliation for complaining about this discrimination.

Leopalace denied all allegations but agreed to settle the lawsuit to avoid further litigation and provide relief to affected employees. The settlement includes both monetary compensation and changes to company policies and practices, such as anti-discrimination training, revised policies and the appointment of an Equal Employment Opportunity monitor.

Sources

1. Settlement notice
2. Consent decree.pdf)
3. Claims questionnaire