Filed Date: Sept. 29, 2005
Closed Date: 2008
Clearinghouse coding complete
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. The terms of the agreement were to run for 2.5 years. The docket sheet does not show any further enforcement took place; the case was presumably closed in 2008.
Summary Authors
Kevin Wilemon (6/1/2007)
Clearinghouse (6/15/2017)
For PACER's information on parties and their attorneys, see: https://www.courtlistener.com/docket/4396600/parties/equal-employment-opportunity-commission-v-sabic-americas-inc/
Ellison, Keith P. (Texas)
Ellison, Keith P. (Texas)
See docket on RECAP: https://www.courtlistener.com/docket/4396600/equal-employment-opportunity-commission-v-sabic-americas-inc/
Last updated March 23, 2024, 3:08 a.m.
State / Territory: Texas
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Sept. 29, 2005
Closing Date: 2008
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
Sabic Americas Inc. (Houston, 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:
Court Approved Settlement or Consent Decree
Order Duration: 2005 - 2008
Content of Injunction:
Expungement of Employment Record
Develop anti-discrimination policy
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Implement complaint/dispute resolution process
Issues
General:
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Other Conditions of Employment (including assignment, transfer, hours, working conditions, etc)
Discrimination-basis:
National origin discrimination
Affected Sex or Gender:
EEOC-centric:
National Origin/Ethnicity: