On the October 30, 2002, the United States filed a lawsuit under Title VII against Prince Georges County in the U.S. District Court of Maryland, alleging that the County's Fire Department discriminated against an employee on the basis of her sex. Specifically, the United States contended that this ...
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On the October 30, 2002, the United States filed a lawsuit under Title VII against Prince Georges County in the U.S. District Court of Maryland, alleging that the County's Fire Department discriminated against an employee on the basis of her sex. Specifically, the United States contended that this female employee was subject to subject to harassment. Furthermore, the United States alleged that Prince Georges County retaliated against this employee because she complained to officials in the County Fire Department. The defendant imposed an operational suspension on her, transferred her to a less desirable assignment resulting in a loss of pay, and issued a disciplinary letter of unsatisfactory performance. The United States sought remedial and injunctive relief.
The EEOC investigated the charge, found reasonable cause to believe that the allegation of national origin discrimination was true, attempted unsuccessfully to achieve through conciliation a voluntary resolution of the charge and subsequently referred the matter to the Department of Justice.
On October 23, 2003 the United States and the defendant agreed to enter a consent decree, which was entered by the district court (Judge Deborah Chasanow). The County offered the female employee a monetary award, retirement badge and certificate, and expunged the notice of operational suspension and the disciplinary letter from her personnel files. In order to accept this relief, the female employee had to execute a release. The consent decree also provided that the County will provide mandatory training regarding sexual harassment and retaliation for all non-supervisory Fire Department employees and supervisory training for all County supervisors. The County also must amend the job description of all supervisors to include a duty to know and enforce the law regarding sexual harassment and retaliation. The County further must appoint a Fire Department EEO officer that will be capable of receiving complaints of sexual harassment and retaliation from Fire Department employees. Finally, the County will use all lawful means available to ensure that there will be no displays or presentation of pornographic material including videos, television, computer-generated displays and pictures, in all fire stations where employees would spend time.
The consent decree is expired and the case is closed.Dana Schwarz - 10/30/2007