Filed Date: Aug. 30, 2004
Closed Date: Feb. 23, 2005
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The EEOC's Dallas district office sued Vecta, a Texas furniture manufacturer and a division of Steelcase, Inc., on August 30, 2004 in the U.S. District Court for the Northern District of Texas. The EEOC's complaint alleged that Vecta violated Title VII when it discriminated based on sex (female) by subjecting the intervenor employee, who intervened in September 2004, to a hostile work environment due to sexual harassment and terminated her in retaliation for her complaints about her treatment. The parties settled on January 3, 2005 and the case was dismissed on February 23, 2005. The settlement agreement stipulated that the defendant would provide one training session concerning sexual harassment to its employees, post a notice of compliance with Title VII, and pay $200,000 in damages to the intervenor.
Summary Authors
Aaron Weismann (5/31/2007)
Last updated April 16, 2024, 3:09 a.m.
State / Territory: Texas
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Aug. 30, 2004
Closing Date: Feb. 23, 2005
Case Ongoing: No
Plaintiffs
Plaintiff Description:
Equal Employment Opportunity Commission, on behalf of one or more workers.
Plaintiff Type(s):
Attorney Organizations:
Public Interest Lawyer: Yes
Filed Pro Se: No
Class Action Sought: No
Class Action Outcome: Not sought
Defendants
Vecta (Grand Pararie, Texas), Private Entity/Person
Case Details
Causes of Action:
Title VII (including PDA), 42 U.S.C. § 2000e
Available Documents:
Injunctive (or Injunctive-like) Relief
Outcome
Prevailing Party: Plaintiff
Nature of Relief:
Injunction / Injunctive-like Settlement
Source of Relief:
Form of Settlement:
Amount Defendant Pays: 200000
Order Duration: 2005 - 2006
Content of Injunction:
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Issues
General:
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Harassment / Hostile Work Environment
Discrimination-basis:
Affected Sex or Gender:
EEOC-centric: