TCI of Alabama $2.6 Million Sex Discrimination Settlement, Women May Qualify for Payments, Claim by January 1, 2027

TCI of Alabama, LLC, a recycling company based in Pell City, Alabama, has agreed to pay $2.6 million to resolve a federal sex discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC accused the company of systematically excluding women from laborer positions at its Pell City facility.

Women who applied for laborer jobs through certain staffing agencies between August 1, 2020, and June 22, 2026, but were not told about available positions at TCI, may qualify for compensation.

The settlement resolves EEOC v. TCI of Alabama, LLC, Case No. 4:25-cv-00089-CLM, in the U.S. District Court for the Northern District of Alabama. The court approved a three-year consent decree on July 22, 2026. The decree requires TCI to provide financial relief to eligible women and to change its hiring practices.

The deadline to submit the required claim questionnaire is January 1, 2027. Anyone who does not submit it by then will not be eligible for payment from this settlement. Unlike an automatic-payment settlement, this one requires you to act.

Simpluris, Inc. administers the settlement. Individual payments have not been set, because the EEOC must first review each person’s eligibility.

Below you’ll find who qualifies, how to submit the questionnaire, how the money is likely to be divided, what the lawsuit alleged, and the federal law behind it.

TCI of Alabama Settlement: Quick Facts

Detail	Settlement information
Settlement amount	$2,600,000
Company	TCI of Alabama, LLC
Government agency	U.S. Equal Employment Opportunity Commission (EEOC)
Case	EEOC v. TCI of Alabama, LLC
Case number	4:25-cv-00089-CLM
Court	U.S. District Court, Northern District of Alabama, Middle Division
Judge	Corey L. Maze
Facility	Pell City, Alabama
Allegations	Sex discrimination in hiring female laborers
Relevant law	Title VII of the Civil Rights Act of 1964
Eligible period	August 1, 2020 to June 22, 2026
Covered positions	Qualifying laborer positions
Consent decree approved	July 22, 2026
Decree length	Three years
Claim questionnaire required?	Yes
Questionnaire deadline	January 1, 2027
Estimated individual payment	Not announced
Settlement administrator	Simpluris, Inc.
Payment method	Mailed check
Eligibility notification	About two months after the claim deadline
Official website	eeoctcisettlement.com

Who Qualifies for the TCI of Alabama $2.6 Million Settlement?

According to the official settlement administrator, a woman may qualify if she meets these conditions:

1. She is female.
2. She applied for laborer positions through one of the staffing agencies TCI used to hire workers.
3. Her application was between August 1, 2020, and June 22, 2026.
4. She was not told about available laborer positions at TCI.
5. She met the applicable legal-age requirements for laborer employment.

The settlement concerns job opportunities at TCI’s recycling plant in Pell City. Eligibility is not automatic. People identified as potential class members must complete and submit a questionnaire by the deadline to be considered.

What types of jobs are covered?

The settlement focuses on laborer positions at the recycling plant, which are generally entry-level, physically demanding manual jobs tied to the company’s recycling and processing work. The reported class definition leaves out positions in the facility’s laboratory and administrative offices.

Do you have to have worked for TCI?

No. The settlement is about women who may have been denied the chance to get a job. An eligible woman may never have worked for TCI, because a staffing agency allegedly did not tell her about openings.

What if you never applied directly to TCI?

You may still qualify. The EEOC alleged that TCI used outside staffing agencies to recruit workers and told them not to refer women. So an eligible woman might have applied for general laborer work through an agency without knowing TCI was hiring. What matters is whether your application and circumstances fit the eligibility rules.

Can someone file for a woman who has died?

Potentially. Representatives of deceased class members, such as the estate or next of kin, may be able to submit a questionnaire if they provide documentation of heirship or authority over the estate. Contact Simpluris promptly for the exact instructions and required paperwork.

What if you did not receive a settlement notice?

Contact Simpluris and ask whether you may be an eligible claimant. Not getting a notice does not by itself mean you were not affected by the alleged hiring practice. The administrator must tell you how someone who was not notified can take part.

How to File a TCI of Alabama Settlement Claim

Eligible women must submit a completed questionnaire by January 1, 2027. Keep copies of everything you submit and any messages you receive.

Step 1: Visit the official claims website

https://eeoctcisettlement.com/form/claim

This is the official Simpluris questionnaire portal.

Step 2: Enter your Login ID and PIN

If you received a notice letter, it contains a Claim Login ID and PIN. Use them to open your questionnaire.

Step 3: Complete the eligibility questionnaire

Give accurate information about your laborer-job applications and the circumstances that bear on your eligibility. The EEOC uses your answers to decide whether you qualify for money. Answer every question truthfully and completely.

Step 4: Submit before January 1, 2027

Online questionnaires must be submitted by the deadline. You can also ask Simpluris for a paper questionnaire. If you file by mail, it must be postmarked no later than January 1, 2027.

Official mailing address

EEOC v. TCI of Alabama, LLC c/o Claims Administrator P.O. Box 26170 Santa Ana, CA 92799

What if you lost your Login ID or PIN?

Contact the settlement administrator:

Phone: 1-833-200-6777

Email: [email protected]

You can ask for missing credentials by giving your full name and mailing address.

How Much Will Each Person Receive From the $2.6 Million Settlement?

No fixed payment amount has been announced. The total fund is $2.6 million, but that does not mean everyone gets an equal share. The EEOC will decide who is eligible and how much each approved person receives.

Payments may include compensation for:

• Lost employment opportunities
• Back pay and applicable interest
• Compensatory damages
• Punitive damages included in the settlement’s monetary-relief structure

The actual split depends on the consent decree and the EEOC’s review, and individual awards depend on the number of valid claims submitted and approved.

How is the money divided?

Published settlement reporting indicates up to $150,000 may be used for administration costs, with the rest available to eligible claimants. The agreement also has procedures for any money left after the first distribution. Because nobody yet knows how many claimants will be approved, a reliable per-person figure cannot be calculated.

Be wary of websites promising $5,000, $10,000 or any other specific payment. The administrator’s published information does not support those numbers.

When Will TCI Settlement Payments Be Sent?

The administrator says claimants should not expect an eligibility decision until about two months after the January 1, 2027 deadline. That points to roughly March 2027 for the first notices, but that is an estimate, not a guaranteed date.

Approved claimants are notified by email. After eligibility is confirmed, checks are mailed to the address given in the questionnaire. No check-mailing date has been announced. Keep your contact information current and watch for messages from Simpluris.

Why Did TCI of Alabama Agree to Pay $2.6 Million?

The EEOC alleged that TCI kept discriminatory hiring practices in place at its Pell City recycling plant for years. The agency said the company intentionally avoided hiring women for manual labor jobs even though qualified women were available. According to the EEOC, the practices began around 2006, when TCI acquired the plant.

EEOC says the plant hired only men for years

The agency alleged that TCI hired only men for laborer roles from 2006 through at least late 2022. It also said TCI converted the showers and locker rooms into male-only facilities. When the company later began outsourcing labor staffing to third-party agencies, it allegedly told those agencies to refer only men, even when qualified women were available. The EEOC argued this kept qualified women from being considered at all.

TCI denies wrongdoing but agreed to resolve the federal enforcement action through a consent decree.

Why does the history begin in 2006 when claims start in 2020?

These dates answer different questions. The EEOC’s allegations describe a longer history of discriminatory hiring. The settlement’s monetary-eligibility period runs only from August 1, 2020, to June 22, 2026. A woman who may have been turned away before August 2020 should not assume the historical allegations make her eligible for payment here. The official eligibility period controls.

Background of the Litigation

The EEOC filed suit after investigating a charge of discrimination and trying to resolve the matter through conciliation. When that failed, the agency went to court. Its complaint described a pattern of intentional exclusion of women from laborer roles that lasted more than 15 years. By allegedly telling staffing agencies to send only men, TCI is said to have created a systemic barrier that stopped qualified women from even being considered for open jobs.

The Pell City facility recycles large industrial items such as transformers and electrical equipment. Laborer jobs there involve physically demanding work typical of industrial recycling. The EEOC stressed that sex is not a legitimate qualification for these roles and that federal law bars employers from making hiring decisions based on gender stereotypes or preferences.

The lawsuit asked for monetary damages, including back pay, compensatory damages and punitive damages, along with injunctive relief to prevent future discrimination. EEOC officials pointed to the case as an example of the agency’s focus on systemic discrimination that affects many workers. The settlement aims both to compensate the people harmed and to discourage similar practices by other employers.

What Happened to the Employee Who Reported the Discrimination?

The EEOC alleged that the discriminatory practices continued even after a complaint from a long-tenured employee, and that the employee was fired after giving truthful information about the company’s hiring practices during the EEOC’s investigation. The EEOC previously brought a separate retaliation lawsuit over that firing. That case ended in a $90,000 settlement.

The retaliation resolution is separate from the $2.6 million settlement for female job applicants. The whistleblower’s settlement is not added to the claimant fund.

Did the Staffing Agencies Also Face Legal Action?

Yes. The EEOC investigated staffing agencies that allegedly went along with TCI’s instructions not to refer women. Two related settlements were announced in 2026.

Company	Settlement	Announcement
Personnel Staffing Inc.	$155,000	April 8, 2026
WorkSmart Inc.	$150,000	July 6, 2026
TCI of Alabama, LLC	$2,600,000	July 22, 2026

WorkSmart agreed to resolve a federal lawsuit alleging it failed to refer female laborers to a client company because of sex-based instructions. Personnel Staffing resolved an EEOC discrimination charge about women who were not referred for TCI laborer jobs.

These are separate legal resolutions and do not increase the $2.6 million TCI fund. If you took part in another related settlement, ask the administrator how any earlier recovery affects your eligibility or payment in this one.

What Did the Federal Judge Decide About the Staffing Agencies?

Before the settlement, TCI tried to bring three staffing companies into the case through a third-party complaint: Onin Staffing LLC, Personnel Staffing Inc. and WorkSmart Inc. TCI argued its staffing contracts required the agencies to follow the law and might require them to indemnify TCI if their conduct contributed to liability.

On March 9, 2026, Judge Corey Maze dismissed TCI’s third-party complaint with prejudice. The court concluded that Title VII did not allow the company to push responsibility for its own alleged discriminatory instructions onto the staffing agencies through that indemnification claim.

The ruling did not decide that the staffing firms were free of liability under federal employment law. It addressed only whether TCI could pursue that particular third-party theory inside the EEOC’s lawsuit.

What Federal Law Did TCI Allegedly Violate?

The case was brought under Title VII of the Civil Rights Act of 1964. Under 42 U.S.C. § 2000e-2(a)(1), covered employers generally cannot refuse to hire or otherwise discriminate against applicants because of sex. Title VII covers employers with 15 or more employees (42 U.S.C. § 2000e(b)).

Federal law also covers employment agencies. Under 42 U.S.C. § 2000e-2(b), an employment agency generally cannot classify, refuse to refer or otherwise discriminate against people because of sex or another protected characteristic. An employer generally cannot avoid these duties by telling an outside recruiter to carry out an unlawful hiring preference. The EEOC alleged that TCI’s hiring instructions and the resulting exclusion of women broke these rules.

Other laws and cases that frame the dispute

• Pattern or practice and enforcement authority. The EEOC can sue on behalf of a group of people, including under Section 707 (42 U.S.C. § 2000e-6) for pattern-or-practice discrimination and under Section 706 (42 U.S.C. § 2000e-5(f)) after a charge, investigation and failed conciliation (§ 2000e-5(b)). In pattern-or-practice cases, International Brotherhood of Teamsters v. United States, 431 U.S. 324 (1977), sets the framework for proving a systemic practice and then determining relief for individual victims.
• No Rule 23 class certification for the EEOC. In General Telephone Co. of the Southwest v. EEOC, 446 U.S. 318 (1980), the Supreme Court held the EEOC does not have to meet Rule 23’s class-action requirements to seek relief for a group.
• Victim-specific relief. EEOC v. Waffle House, Inc., 534 U.S. 279 (2002), confirms the EEOC can seek victim-specific relief in court for the people it represents.
• Remedies. Back pay and other equitable relief come from 42 U.S.C. § 2000e-5(g)(1). Compensatory and punitive damages for intentional discrimination come from 42 U.S.C. § 1981a. Punitive damages require malice or reckless indifference, and § 1981a(b)(3) caps combined compensatory and punitive damages per person by employer size, from $50,000 for smaller employers up to $300,000 for employers with more than 500 employees. Back pay and interest are not subject to those caps.
• Retaliation. 42 U.S.C. § 2000e-3(a) bars retaliation against people who oppose discrimination or take part in an EEOC investigation. That is the legal basis for the separate retaliation case.
• Sex as a qualification. Title VII allows sex-based hiring only for a narrow “bona fide occupational qualification” (42 U.S.C. § 2000e-2(e)(1)), and the Supreme Court has treated that exception as very limited (see Dothard v. Rawlinson, 433 U.S. 321 (1977)). Hiring based on stereotypes about what women can do is unlawful, as Price Waterhouse v. Hopkins, 490 U.S. 228 (1989), recognized.
• Facilities. Converting showers and locker rooms to male-only use is not itself a defense to a refusal to hire. Workplace sanitation rules (OSHA’s standard at 29 C.F.R. § 1910.141) generally call for suitable restroom and washing facilities for workers of each sex, which means a lack of facilities for women is a problem to fix, not a reason to exclude them.
• Records. EEOC regulations (29 C.F.R. § 1602.14) require employers to keep hiring records, which is one reason applicant data from staffing agencies can matter in a case like this.

Time limits for people who want to file their own charge

Individuals who think they were discriminated against generally must file a charge with the EEOC within 180 days of the discriminatory act, or 300 days in states with a state or local fair-employment agency (42 U.S.C. § 2000e-5(e)(1)). Alabama is generally treated as a 180-day state for private employers. The EEOC’s own lawsuit is not held to those individual deadlines in the same way, but a person acting alone should not wait. Ask the EEOC or a licensed attorney about your timing.

For another EEOC resolution involving women allegedly excluded from manual labor jobs, see Birchstone Management $500,000 EEOC Sex Discrimination Settlement, Who Can Claim Money. That settlement involves different employers, locations and eligibility rules.

What Changes Must TCI Make Under the Consent Decree?

The court-approved consent decree lasts three years. On top of the $2.6 million in monetary relief, TCI must change how it hires. The EEOC says the measures include:

• Hiring a Title VII coordinator to oversee compliance with federal anti-discrimination law
• Giving mandatory anti-discrimination training to managers and employees, including training on prohibited hiring discrimination
• Notifying every staffing agency it works with that they must not follow discriminatory referral requests
• Posting notices to employees about the settlement and how to report future discrimination, including information about their rights

These measures are meant to create lasting change in TCI’s hiring and workplace practices and to prevent similar conduct in future recruiting. A consent decree is a court order. It is enforceable by the court, and a violation can lead to contempt proceedings. It is not just a voluntary company policy.

Is This a Traditional Class Action Settlement?

Not exactly. The case was brought by the EEOC, a federal enforcement agency, not by a private person in an ordinary Rule 23 class action. The administrator calls eligible women “potential class members,” but the process runs under the EEOC’s court-approved consent decree, and, as the Supreme Court explained in General Telephone v. EEOC, the EEOC is not required to certify a Rule 23 class.

That is why the process looks different from many consumer settlements. The official TCI website lists a mandatory eligibility questionnaire and a January 1, 2027 deadline. It does not advertise the preliminary-approval, objection and opt-out steps common in private class actions. The court has already approved the decree, so there is no fairness hearing pending.

Participation is voluntary, but if you miss the questionnaire deadline you give up any payment from this settlement. According to reporting on the decree, class members do not have to release claims beyond those resolved in the consent decree. Still, read the questionnaire and notice carefully for any release or waiver language before you sign.

Another EEOC-led hiring-discrimination resolution is discussed in Central Transport Sex Discrimination Settlement, Check If You Qualify: EEOC v. Central Transport LLC, No. 2:26-cv-02201-JJT.

Are TCI Settlement Payments Taxable?

The notice and decree control how payments are reported. In EEOC settlements, back pay is commonly treated as wages (with tax withholding and a W-2), while compensatory and punitive damages are commonly reported on a Form 1099. Federal tax law generally treats settlement money as taxable income unless an exclusion applies. Ask a qualified tax professional about your own situation.

TCI of Alabama Settlement Timeline

Date	Development
2006	Alleged long-term discriminatory hiring practices begin
August 1, 2020	Settlement eligibility period begins
Late 2022	End of the period during which the EEOC alleges TCI hired only men as laborers
January 17, 2025	EEOC files federal sex discrimination lawsuit
March 9, 2026	Court dismisses TCI’s third-party indemnification complaint
April 8, 2026	EEOC announces separate $155,000 Personnel Staffing resolution
June 22, 2026	TCI settlement eligibility period ends
July 6, 2026	EEOC announces separate $150,000 WorkSmart settlement
July 22, 2026	Federal court approves TCI’s $2.6 million consent decree
November 2026	Settlement questionnaire process open
January 1, 2027	Final day to submit the questionnaire
About March 2027	Eligibility notifications expected to begin
Payment date	Not announced

Practical Considerations for Potential Claimants

Women who applied for laborer jobs through staffing agencies during the covered period should read any notice they received carefully. The questionnaire is the only way to establish eligibility and claim a share of the $2.6 million. Incomplete or late submissions mean no monetary relief.

If you are submitting for a deceased person, contact the claims administrator right away for instructions and required documents. Keep your contact information current, because eligibility notices and payments are sent based on what you put in the questionnaire. Keep copies of everything you submit and every message you get.

Broader Implications

This settlement shows the EEOC’s continuing focus on sex discrimination in hiring, especially in industries that have been male-dominated. By requiring both money and structural changes, such as training, a dedicated compliance coordinator and clear directions to staffing partners, the decree aims for lasting compliance rather than a one-time payout.

Employers that use staffing agencies remain responsible for making sure those agencies do not apply discriminatory referral practices on their behalf. Directing or going along with such practices can create liability under Title VII. For women who may have been affected, the settlement offers a real chance at compensation and a public record of the practices the EEOC alleged. The $2.6 million resolution is one of the larger recent sex discrimination settlements involving hiring in the industrial sector, and it reflects the EEOC’s two goals of remedying past harm and preventing a repeat.

Other Sex Discrimination Settlements Job Applicants Should Know About

The EEOC has resolved other cases involving employers that allegedly excluded applicants because of sex. For example, $1.1M Kickback Jack’s Sex Discrimination Settlement, Are You Eligible to Claim? File a Claim by August 3, 2026 involved allegations that restaurants discriminated against men applying for server, host and bartender jobs. (That settlement’s claim deadline has passed, so check the article for its current status.)

The principle is similar, but each settlement has its own covered positions, application dates and deadlines. Eligibility for the TCI settlement does not depend on taking part in an unrelated discrimination settlement.

Frequently Asked Questions

Is the TCI of Alabama $2.6 million settlement legitimate?

Yes. It resolves a federal EEOC lawsuit and was approved through a consent decree entered on July 22, 2026.

Who qualifies for the TCI settlement?

Potentially eligible women are those who applied for laborer jobs through staffing agencies used by TCI between August 1, 2020, and June 22, 2026, and were not told about available positions.

How much will each person receive?

No fixed payment has been announced. The EEOC will decide individual awards after reviewing the eligible questionnaires.

Do I have to file a claim?

Yes. A completed questionnaire is mandatory.

What is the claim deadline?

January 1, 2027. Online questionnaires must be submitted by that date, and mailed ones must be postmarked by the deadline.

Do I have to live in Alabama?

The program concerns laborer jobs at TCI’s Pell City, Alabama facility. The official eligibility description does not expressly require Alabama residency.

What if I applied through a staffing agency but never heard of TCI?

You may still qualify if the agency was one TCI used and you meet the other requirements. Contact Simpluris to confirm.

What if I never received a notice?

Contact Simpluris at 1-833-200-6777 to ask about eligibility and questionnaire access.

Can someone file for a deceased applicant?

Potentially. The administrator has instructions for representatives of deceased potential claimants, and documentation of heirship or estate authority is required.

Do I need a lawyer?

No. The process lets potential claimants complete the questionnaire directly through Simpluris. Hiring a private attorney is not a condition of submitting it.

Has the settlement already been approved?

Yes. The consent decree was approved in July 2026. The EEOC must still decide individual eligibility and distribute payments.

Will payments be sent automatically?

No. You must submit the questionnaire and be approved as eligible.

When will checks arrive?

There is no exact date. The administrator expects to notify eligible claimants about two months after the deadline.

Does TCI admit discriminating against women?

No. TCI denies wrongdoing. The consent decree resolves the EEOC’s claims without a trial finding of liability.

What happens if I miss the January 1 deadline?

According to the official settlement website, people who do not submit the questionnaire by the deadline will not receive money from this settlement.

Is the money taxable?

Generally yes, in some form. Back pay is often treated as wages and other damages are often reported on a 1099. Check your notice and ask a tax professional.

Can I still file my own EEOC charge?

Possibly, but strict deadlines apply (generally 180 days in Alabama for a charge about a specific hiring decision). Talk to the EEOC or a licensed employment attorney about your situation.

What Should Potentially Eligible Women Do Now?

Women who applied for laborer jobs through staffing agencies serving the Pell City area during the covered period should check whether they meet the requirements. If you got an official notice, use your Login ID and PIN to complete the questionnaire. If you lost the notice, or think you may qualify but didn’t receive one, contact Simpluris.

The most important step is to submit the questionnaire before January 1, 2027. The January 1, 2027 deadline is firm. There is no further court hearing to wait for, but the EEOC must review what you submit before awarding any payment.

The Bottom Line

TCI of Alabama’s $2.6 million settlement gives women allegedly shut out of laborer jobs at the Pell City recycling plant a chance at compensation. The EEOC alleged that the company kept discriminatory hiring practices in place for years and kept excluding women through staffing agencies. Under the court-approved consent decree, TCI must pay financial relief and adopt measures intended to prevent future discrimination.

There is no guaranteed individual payout, and payment is not automatic. Potentially eligible women must complete the official questionnaire by January 1, 2027, to be considered.

Official Settlement Documents and Sources

1. Official TCI of Alabama Settlement Website. Settlement overview, eligibility requirements, deadline and administrator.
2. Official Notice of Settlement (PDF). Notice provided to potential eligible claimants.
3. Court-Approved Consent Decree (PDF). Settlement terms, monetary relief and compliance requirements.
4. Submit the TCI Settlement Questionnaire. Official online questionnaire requiring Login ID and PIN.
5. Settlement Documents. Official document library.
6. Contact the Settlement Administrator. Simpluris contact details.
7. Official Important Dates. January 1, 2027 submission deadline.
8. EEOC: TCI of Alabama to Pay $2.6 Million in Sex Discrimination Lawsuit. July 22, 2026 agency announcement.
9. EEOC: Original TCI Sex Discrimination Lawsuit Announcement. January 17, 2025.
10. EEOC v. TCI of Alabama, LLC, March 9, 2026 Federal Court Opinion. Decision dismissing TCI’s third-party indemnification claims.
11. EEOC: Sex-Based Discrimination. Official Title VII guidance.
12. 42 U.S.C. §§ 2000e(b), 2000e-2(a), (b), (e), 2000e-3(a), 2000e-5, 2000e-6 and 1981a; 29 C.F.R. §§ 1602.14 and 1910.141; Teamsters v. United States, 431 U.S. 324 (1977); General Telephone Co. v. EEOC, 446 U.S. 318 (1980); EEOC v. Waffle House, 534 U.S. 279 (2002); Dothard v. Rawlinson, 433 U.S. 321 (1977); Price Waterhouse v. Hopkins, 490 U.S. 228 (1989). Title VII structure, remedies and enforcement background.

Research and authorship: Researched and written by Israr Ahmad for AllAboutLawyer.com using the official Simpluris settlement website, EEOC announcements, federal court records and Title VII employment discrimination law.

Verification note: Settlement eligibility, deadline, contact information and claims procedures were verified from the official administrator website. The linked notice and consent-decree PDFs redirect to externally hosted files that could not be independently inspected in full. Some allocation details were cross-checked against published settlement reporting. The official notice and decree control if any summary differs.

Disclaimer: AllAboutLawyer.com is an independent legal-information website, not a law firm. This article provides general legal information and settlement reporting, not legal advice, and reading it does not create an attorney-client relationship. Eligibility and payment decisions are made by the EEOC under the court-approved settlement terms. Always use the official administrator website when submitting personal information.