Arthur Grand Technologies faced two separate federal agreements after a job ad for a Dallas opening restricted applicants by race and birthplace. The Justice Department agreement required a $7,500 civil penalty; a separate Labor Department agreement included $31,000 in compensation for individuals and other relief. Arthur Grand said a disgruntled recruiter generated the ad to embarrass the company, but that explanation is the company’s assertion—not an independent finding established by the settlement.
What the job posting said
The ad was for a business analyst role on Arthur Grand’s sales and insurance claims team in Dallas. It limited applicants to U.S.-born white citizens living within 60 miles of Dallas and included the internal note, “[Don’t share with candidates].” The Justice Department said the posting appeared on Indeed.
The agencies’ descriptions do not give one consistent month for the posting: DOJ’s account refers to March 2023, while the Labor Department investigation described an April 2023 advertisement for the opening. DOJ said the ad deterred people authorized to work in the United States, including citizens born abroad and some non-U.S. citizens; the announcement did not specify how many people were affected.
What Arthur Grand said about the recruiter
In its DOJ settlement agreement, Arthur Grand asserted that a disgruntled recruiter in India generated the posting to embarrass the company. The company also denied authorizing the ad or intending to deter non-U.S. citizens. These statements are Arthur Grand’s position as recorded in the agreement; the agreement does not independently establish that the recruiter acted as the company claimed.
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Why there were two agreements
On May 23, 2024, the Justice Department and Department of Labor announced separate agreements with the Virginia-based IT services company. The DOJ agreement resolved the department’s determination that Arthur Grand violated the Immigration and Nationality Act (INA) by posting the ad. The Labor Department agreement resolved its determination that the company violated Executive Order 11246, which bars federal contractors from employment discrimination on listed grounds including race and national origin.
| Agency | Legal basis described | Amount and remedy |
|---|---|---|
| Justice Department, through its Immigrant and Employee Rights Section | INA; DOJ said the ad discriminated based on citizenship status and national origin. | $7,500 civil penalty payable to the U.S. Treasury, plus policy, training, and monitoring requirements. |
| Labor Department, through its Office of Federal Contract Compliance Programs | Executive Order 11246; the department’s determination concerned discrimination by a federal contractor. | $31,000 in compensation for individuals and other injunctive relief, as summarized in DOJ’s announcement. |
The two stated amounts add up to $38,500, but that is not one fine paid to one agency: the $7,500 was DOJ’s civil penalty, while the $31,000 was compensation under the separate Labor Department agreement. The Labor Department agreement itself was not reviewed in the DOJ materials, so its terms are described here only as DOJ summarized them.
What the DOJ agreement required
The DOJ agreement required Arthur Grand to refrain from specified discriminatory practices, establish or revise employment policies, train recruiting personnel, and allow reasonable compliance inquiries by DOJ’s Immigrant and Employee Rights Section. It set a three-year term beginning on the agreement’s effective date, defined as the date of the latest signature. The agreement carries signatures dated May 7 and May 23, 2024.
DOJ said its investigation began in May 2023. The agreement states that the department found reasonable cause to believe Arthur Grand engaged in citizenship-status and national-origin discrimination in recruitment and hiring. That is an agency determination resolved through an agreement, not a court judgment.
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What the agreements do—and do not—establish
The agreements resolve the agencies’ stated determinations and set out financial and compliance obligations. They should not be described as a court ruling, and the company’s denial of authorization and intent remains part of the recorded account. The available DOJ materials do not establish whether Arthur Grand completed every required payment, training, or policy change after signing.
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