The New York office of the EEOC brought this suit against Rotary Corporation in the U.S. District Court for the Northern District of New York in September 2000. While we do not have a copy of the complaint, it alleged the defendant engaged in discrimination based on sex and national origin in ...
read more >
The New York office of the EEOC brought this suit against Rotary Corporation in the U.S. District Court for the Northern District of New York in September 2000. While we do not have a copy of the complaint, it alleged the defendant engaged in discrimination based on sex and national origin in violation of Title VII of the Civil Rights Act of 1964. More specifically, the complaint alleged the Rotary Corporation discriminated against female employees, creating a hostile work environment and constructively discharging the claimant. Three intervenor plaintiffs subsequently entered the suit over the defendants' objections, adding two managers of the Rotary Corporation as defendants to the suit. EEOC v. Rotary Corporation, 164 F.Supp.2d 306 (N.D.N.Y. Aug. 10, 2001). While the defendants filed motions to dismiss that were denied and motions for summary judgment which were granted in part and denied in part, the parties settled the case August 2004. More specifically, the EEOC and the intervenor plaintiffs entered into separate consent decrees with the defendants.
The consent decree between the EEOC and Rotary Corporation included non-retaliation and non-discrimination clauses, required the defendant to maintain an anti-discrimination policy, and required the posting and distribution of the policy. The decree also required Rotary to train employees and managers on its anti-discrimination policy, with all employees receiving training for one hour annually and management personnel receiving an additional hour. The Human Resources department was also required to investigate complaints about discrimination and recommend and execute disciplinary action if discrimination was found to have occurred. The decree additionally required the defendant to submit a list of complaints of sexual harassment and retaliation to the EEOC on an annual basis. The injunctive parts of the decree had a three year term. If the EEOC found non-compliance, the decree required the EEOC to give notice to the Rotary Corporation and a chance to remedy prior to application to the Court for enforcement. In addition, as recorded in the consent decree between the EEOC and the defendants and the consent decree between the intervenor plaintiffs and the defendants, the defendants were required to pay $185,000 to be split between three claimants as compensation for emotional distress.Kevin Wilemon - 06/04/2008