Return to Home PageThe Seattle District Office alleged in this Title VII suit that defendant, which provides nationwide over-the-road trucking services through facilities in numerous states, engaged in sex discrimination through a policy of not allowing female employees to receive over-the-road truck driving training from male instructors. Because defendant had relatively few female instructors, female drivers had to wait longer than males to receive mandatory training. The case was resolved through a 3-year consent decree providing $25,000 in damages to the charging party, $125,000 in monetary relief to other affected female driver applicants, and $85,000 for costs associated with training and compliance with the decree. The decree covers all of defendant's facilities nationwide and requires that defendant implement a new driver assignment policy (attached as an exhibit to the decree) that ensures gender neutral training assignments.
The Seattle District Office filed this Title VII suit alleging that defendant, a tool and equipment catalog retailer with 150 retail stores in 36 states, subjected charging party, a head cashier, and other female employees to a sexually hostile work environment through the offensive verbal and physical conduct of a male assistant manager at defendant's Everett, Washington store. Seattle also alleged that defendant discharged the charging party because of her sex when it blamed her for leaving a safe unlocked even though the harasser had been the last person to leave the room where the safe was located. The parties resolved the suit through a 3-year consent decree providing a total of $225,000 to charging party and two other female claimants. The decree prohibits defendant from sexually harassing employees, otherwise discriminating against employees based on sex, and retaliating against individuals for engaging in protected EEO activity.
In the complaint in this Title VII suit, the Milwaukee District Office alleged that defendant terminated charging party in retaliation for opposing unlawful sexual harassment. Charging party, who intervened in EEOC's suit, had worked for nearly 3 years as an Assistant Administrator for defendant, a Greenfield, Wisconsin nursing home. Charging party participated with her supervisor in the investigation of a sexual harassment complaint against defendant's CEO, and 2 months after completion of the investigation defendant eliminated charging party's job, ostensibly as a cost reduction measure. Defendant's CEO was upset about the investigation and had commented that charging party and her supervisor were out to get him. Charging party's supervisor (who claimed that she also was forced out) said that charging party's position had been factored into defendant's new budget. Mount Carmel and their agents and employees did not admit to any wrongdoing. The parties resolved the case through a 2-year consent decree which enjoins defendant from engaging in employment practices that violate Title VII. Defendant will pay a total of $257,500 in monetary relief to charging party: $27,500 in back and frontpay and $230,000 for damages and attorney's fees.
In this complaint in the first of two related Title VII suits, the Philadelphia District Office alleged that defendant, a broadband cable network operator, failed to promote a Human Resources Manager at its New Castle, Delaware Call Center to the position of Director of Human Resources because of her race (black) and sex and discharged her because she complained about race and sex discrimination in not being considered for the director job and filed a sex, race, and retaliation discrimination charge with the Delaware Department of Labor. The parties resolved the suit through a 2-year consent decree providing charging party with $350,000 in monetary relief. The decree prohibits defendant from engaging in race or sex discrimination or retaliation and contains provisions designed to assure supervisor accountability for discrimination, including annual antidiscrimination training for all supervisors and managers in Delaware and requirements that supervisors and managers administer their work areas to ensure compliance with defendant's policies against discrimination and retaliation.
In this second Title VII suit against Comcast, the Philadelphia District Office alleged that Comcast discharged a Vice President at its New Castle, Delaware Call Center in retaliation for her support of a black female's complaints that she was denied a promotion from Human Resources Manager to Director of Human Resources because of her race and sex (the claim in No. 04-384 above). The parties resolved the suit through a 2-year consent decree under which charging party will receive $350,000 in monetary relief. The decree provisions mirror those in the consent decree resolving No. 04-384, described above.
The Milwaukee District Office filed this ADEA case alleging that defendant, a health insurance fund and health care provider, fired charging party because of her age, 67. Defendant hired charging party as a clerk in 1981. She received several promotions and in 1998 worked as Administrative Assistant to the Administrator (the chief executive) and the Chief Financial Officer. Her job included payroll and benefits and some human resources functions. When defendant hired a new Administrator in December 1998, charging party's title was changed to benefits/payroll administrator and she performed work for the CFO only. The Administrator proceeded to hire a series of young women as his administrative assistants. In 2002, defendant terminated charging party, describing the action as part of a reorganization and downsizing; however evidence showed that defendant actually increased the number of administrative staff positions and that it reassigned charging party's functions to two newly hired women under age 40. The parties resolved the case through a consent decree providing $50,000 in monetary relief to charging party. The decree prohibits defendant from engaging in any employment practice that discriminates against individuals age 40 or over.
This page was last modified on January 10, 2005.