University of Michigan Law School
Civil Rights Litigation Clearinghouse
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Case Name EEOC v. CUSTOM INDUSTRIES INC (d/b/a GREASE MASTER) EE-NC-0046
Docket / Court 3:05-cv-00413 ( W.D.N.C. )
State/Territory North Carolina
Case Type(s) Equal Employment
Special Collection EEOC Study -- in sample
IWPR/Wage Project Consent Decree Study
Attorney Organization EEOC
Case Summary
The Charlotte District Office of the EEOC brought this suit against Custom Industries, Inc., doing business as Grease Master, in September of 2005, in the U.S. District Court for the Western District of North Carolina. The suit alleged that supervisors and co-workers of the complainant harassed ... read more >
The Charlotte District Office of the EEOC brought this suit against Custom Industries, Inc., doing business as Grease Master, in September of 2005, in the U.S. District Court for the Western District of North Carolina. The suit alleged that supervisors and co-workers of the complainant harassed him based on his race, African-American. He was constructively discharged as a result of this harassment, and retaliated against by the company for testifying. The case resulted in a consent decree in June of 2006, only 9 months after the start of the case.

The consent decree consisted of both monetary and injunctive relief. Custom Industries agreed to pay the complainant $50,000 and to pay up to $200 for him to retain an attorney to draft a release of claims against Custom Industries. Custom Industries was also required to refrain from discriminating or retaliating in violation of Title VII, must provide a positive reference to the complainant, expunge the complainant's record, develop an anti-discrimination policy, post notice of this suit, distribute the notice of EEO rights, and last but not least provide annual training for supervisors. The decree was to last 36 months.

Alex Bean - 06/26/2007


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Issues and Causes of Action
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Issues
Content of Injunction
Develop anti-discrimination policy
Discrimination Prohibition
Expungement of Employment Record
Monitoring
Neutral/Positive Reference
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Reporting
Retaliation Prohibition
Discrimination-area
Discharge / Constructive Discharge / Layoff
Harassment / Hostile Work Environment
Discrimination-basis
Race discrimination
EEOC-centric
Direct Suit on Merits
General
Disparate Treatment
Retaliation
Plaintiff Type
EEOC Plaintiff
Race
Black
Causes of Action Title VII (including PDA), 42 U.S.C. ยง 2000e
Defendant(s) Custom Industries, Inc.
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 2006 - 2009
Case Closing Year 2006
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)
3:05-cv-00413 (W.D.N.C.) 06/08/2006
EE-NC-0046-9000 PDF | Detail
General Documents
Complaint 09/26/2005
EE-NC-0046-0001 PDF | Detail
Consent Decree 06/08/2006
EE-NC-0046-0002 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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