Rodriguez v. Procter & Gamble

Rodriguez v. Procter & Gamble Co. sought to address P&G’s policy and practice of screening out non-U.S. citizens for jobs unless they held a long-term work authorization.

The case was filed as a putative class action in federal district court in Miami on July 17, 2017, raising claims of discrimination based on alienage in violation of federal section 1981.

The case was settled in 2021 and included an agreement from P&G that DACA recipients would not be excluded from consideration for internships and job opportunities. In addition to DACA recipients, Temporary Protected Status (“TPS”) holders, individuals granted Deferred Enforced Departure (“DED”), Violence Against Women Act (“VAWA”) self-petitioners, and U and T visa holders and derivatives of VAWA, U and T visas, are also eligible for employment consideration under the policy.

In addition to the policy change from which countless future qualified non-citizens will benefit, P&G also established a class fund for individual payments to eligible class members.

“Access to internships and jobs like those offered by P&G is an incredibly important issue for DACA recipients who have lived in the U.S. since they were children and have gone to school — high school, college — and are well-positioned for success in their professional lives when given the opportunity,” said Ossai Miazad, lead counsel for the plaintiff.