non-Navajo Native Americans — for positions for which they were otherwise qualified. The EEOC argued that such conduct violated 42 U.S.C. § 2000e-2(a)(l), which prohibits employers from refusing to hire applicants because of their national origin. The complaint further alleged that Peabody had violated the record-keeping requirements of § 2000e-8(c). Questions arising out of transactions, including coal mining leases, on the. Navajo and Hopi reservations and on the tribes’ joint land have been extensively litigated. See, e.g., Navajo Nation, 537 U.S. at 493-513, 123 S.Ct. 1079 (rejecting claim by Navajo Nation that the Secretary of the Interior breached fiduciary duties owed to the Nation by approving the coal leases); Peabody Coal Co. v. Navajo Nation, 373 F.3d 945, 946 (9th Cir.2004) (<HOLDING>); see also Clinton v. Babbitt, 180 F.3d 1081,
recognizing that a district court has jurisdiction to enforce a settlement agreement reached either at the resolution meeting or during mediation holding that a court may only enforce a settlement agreement if it constitutes an enforceable contract holding that the court lacked jurisdiction to enforce arbitration settlement agreement about lease royalty rates holding that a settlement agreement is not a court order and therefore a violation of the settlement agreement would not subject a party to contempt holding that trial court is without authority to modify a settlement agreement but may enforce and interpret it