On September 28, 2000, the Dallas office of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against ASI Millwork, Inc. in the U.S. District Court for the Northern District of Texas. The EEOC alleged that the defendants had violated the rights of the complainant by ...
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On September 28, 2000, the Dallas office of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against ASI Millwork, Inc. in the U.S. District Court for the Northern District of Texas. The EEOC alleged that the defendants had violated the rights of the complainant by subjecting her to a sexually hostile work environment and by constructively discharging her.
On March 5, 2001, the case was referred to mediation, but the parties could not reach a settlement. On October 9, 2001, both sides of the case filed motions for summary judgment. On December 10, 2001, the district court denied both parties' requests for summary judgment. E.E.O.C. v. ASI Millwork, 2001 WL 1577520 (N.D.Tex. Dec. 10, 2001).
On January 7, 2002, the case went to a three-day trial. Before the jury reached its verdict, the parties asked the court to grant a continuance, and the court granted it. On April 10, 2002, the parties filed a three-year consent decree with the court, under which the defendants agreed to pay the complainant $85,000 in damages. The consent decree enjoined the defendants from discriminating or retaliating against any employee in violation of Title VII, and it required them to post and distribute notice of the equal employment opportunity laws to all employees. The defendants agreed to provide the complainant with a neutral employment reference, and to expunge her personnel file of any reference to events related to this litigation. Defendants also agreed to provide bi-annual two-hour training for all employees regarding the requirements of Title VII, the complaint procedure, and the consequences of sexual harassment in the workplace. Finally, defendants agreed to file a report with the EEOC twice each year, describing the bi-annual equal employment opportunity training of the employees. Defendants also agreed to send to the EEOC a copy of the complainant's personnel file after they expunged all record of events connected with this litigation.
The district court adopted the consent decree and closed the case.Justin Kanter - 03/29/2008