The Houston office of the EEOC brought suit against SABIC Americas Inc. in the U.S. District Court for the Southern District of Texas in September 2005. The complaint alleged discrimination based on national origin and sex in violation of Title VII of the Civil Rights Act of 1964. More specifically, ...
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The Houston office of the EEOC brought suit against SABIC Americas Inc. in the U.S. District Court for the Southern District of Texas in September 2005. The complaint alleged discrimination based on national origin and sex in violation of Title VII of the Civil Rights Act of 1964. More specifically, the claimant alleged her wages were lower than similarly situated employees because of her national origin (Syrian) and sex and the defendant retaliated against her for complaining by reducing her work duties, changing her job status, retrieving and reviewing her emails and ultimately firing her. The EEOC and SABIC entered a consent decree in November 2005, which was not binding on the claimant, who had filed a private party complaint. By January 2006, the claimant and SABIC entered a settlement and the judge ordered a conditional order of dismissal. We do not have access to the settlement agreement between the claimant and SABIC.
The consent decree between the EEOC and SABIC included non-discrimination and non-retaliation clauses, required the development of an anti-discrimination policy, and required that the policy remain posted for the term of the consent decree. SABIC was also required to provide a training program on discrimination to all of its human resources staff, supervisors and/or managers. Additionally, SABIC was required to upgrade the professionalism of its internal investigations and was required to report on who was interviewed as part of the investigation and why they were interviewed. The decree also required the expungement of the claimant's employment record and required SABIC to give a neutral reference to any potential employer of the claimant's. SABIC additionally agreed to cooperate with any investigation undertaken by the EEOC. The injunctive parts of the decree had a two and a half year term. If the EEOC found non-compliance, the decree required the EEOC to give SABIC notice and a chance to remedy prior to application for court enforcement.Kevin Wilemon - 06/01/2007