In September 2001, the New York District Office of the EEOC brought this suit against Morgan Stanley & Co, Inc. and Morgan Stanley Dean Witter in the U.S. District Court for the Southern District of New York. We do not have a copy of the complaint; therefore, the exact allegations involved are ...
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In September 2001, the New York District Office of the EEOC brought this suit against Morgan Stanley & Co, Inc. and Morgan Stanley Dean Witter in the U.S. District Court for the Southern District of New York. We do not have a copy of the complaint; therefore, the exact allegations involved are unknown. However, it appears from an EEOC press release that the complaint alleged that the defendant discriminated against the charging party, a female employee, and up to one hundred other women on the basis of sex in violation of Title VII of the Civil Rights Act of 1964. Specifically, the defendant had a practice of paying female employees less than males for equal work and by restricting their opportunities for promotion and advancement. The charging party intervened in the suit in October 2001. After some scheduling orders and discovery, the defendant filed a motion for partial summary judgment in November 2002 which was denied in December. The parties participated in several settlement conferences throughout March, April, and May 2003. After several more motions for summary judgment, the parties submitted a proposed consent decree to the court in July 2004. In September 2005, the court finally approved the terms of the consent decree, and the case was settled.
The decree has a duration of three years and contained non-discrimination and non-retaliation clauses. In addition, the decree required the defendant to: pay $54 million, provide anti-discrimination training, appoint an ombudsperson to implement the decree, report to the EEOC annually, and hire an outside monitor to review its anti-discrimination policies and procedures. Additionally, the defendant was required to implement programs to increase the promotion opportunities of high performance female employees.Keri Livingston - 07/10/2007