University of Michigan Law School
Civil Rights Litigation Clearinghouse
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Case Name EEOC v. REGIS CORPORATION dba SMART STYLE HAIR SALON EE-OH-0060
Docket / Court 2:06CV00824 ( S.D. Ohio )
State/Territory Ohio
Case Type(s) Equal Employment
Special Collection EEOC Study -- in sample
Attorney Organization EEOC
Case Summary
In September 2006 the Cleveland District Office of the EEOC filed this lawsuit against hair salon company Regis Corporation, doing business as Smart Style Family Hair Salon, in the U.S. District Court for the Southern District of Ohio alleging discrimination on the basis of race and retaliation in ... read more >
In September 2006 the Cleveland District Office of the EEOC filed this lawsuit against hair salon company Regis Corporation, doing business as Smart Style Family Hair Salon, in the U.S. District Court for the Southern District of Ohio alleging discrimination on the basis of race and retaliation in violation of Title VII of the Civil Rights Act of 1964. Specifically, the complaint alleged that two complaining parties were retaliated against for opposing a practice of racial segregation of work assignments. The complainants intervened in the lawsuit in February 2007. Following some discovery, the parties settled the lawsuit in November 2007 through a consent decree.

The three-year decree, containing anti-discrimination and retaliation provisions, required the defendant to: report on complaints and make other compliance reports, allow the EEOC access for monitoring, develop its anti-discrimination policy, post notice of employee rights, provide EEO training, implement a dispute resolution process, and pay $100,000 to the complaining parties and their attorney.

David Friedman - 05/13/2008


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Issues and Causes of Action
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Issues
Content of Injunction
Discrimination Prohibition
Implement complaint/dispute resolution process
Monitoring
Neutral/Positive Reference
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Reporting
Retaliation Prohibition
Discrimination-area
Discharge / Constructive Discharge / Layoff
Other Conditions of Employment (including assignment, transfer, hours, working conditions, etc)
Discrimination-basis
Race discrimination
EEOC-centric
Direct Suit on Merits
Private Party intervened in EEOC suit
General
Disparate Treatment
Retaliation
Plaintiff Type
EEOC Plaintiff
Private Plaintiff
Causes of Action Title VII (including PDA), 42 U.S.C. § 2000e
42 U.S.C. § 1981
Defendant(s) Regis Corporation
Plaintiff Description Equal Employment Opportunity Commission, on behalf of one or more workers.
Indexed Lawyer Organizations EEOC
Class action status sought No
Class action status granted No
Prevailing Party Plaintiff
Public Int. Lawyer Yes
Nature of Relief Damages
Injunction / Injunctive-like Settlement
Source of Relief Settlement
Form of Settlement Court Approved Settlement or Consent Decree
Order Duration 2007 - 2010
Case Closing Year 2007
Case Ongoing No
Additional Resources
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Case Studies Megacases, Diversity, and the Elusive Goal of Workplace Reform
Written: Mar. 01, 2008
By: Nancy Levit (University of Missouri-Kansas City School of Law)
Citation: 49 B.C. L. Rev. 367 (2008)
[ Detail ] [ External Link ]

  Second Generation Employment Discrimination: A Structural Approach
By: Susan Sturm (Columbia Law School)
Citation: 101 Colum. L. Rev. 458 (2001)
[ Detail ] [ External Link ]

Docket(s)
2:06-cv-00824-MHW-MRA (S.D. Ohio) 11/29/2007
EE-OH-0060-9000.pdf | Detail
PACER [Public Access to Court Electronic Records]
General Documents
Complaint 09/29/2006
EE-OH-0060-0001.pdf | Detail
Intervenor Complaint 02/22/2007
EE-OH-0060-0002.pdf | Detail
Order 04/09/2007 (S.D. Ohio)
EE-OH-0060-0003.pdf | Detail
Consent Decree 11/13/2007
EE-OH-0060-0004.pdf | Detail
Judges None on record
Monitors/Masters None on record
Plaintiff's Lawyers None on record
Defendant's Lawyers None on record
Other Lawyers None on record

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