On April 29, 1998, the Washington DC and Birmingham offices of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against The Parker Group, Inc. in the U.S. District Court for the Northern District of Alabama. The EEOC alleged that the defendants had violated the rights of ...
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On April 29, 1998, the Washington DC and Birmingham offices of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against The Parker Group, Inc. in the U.S. District Court for the Northern District of Alabama. The EEOC alleged that the defendants had violated the rights of the complainant by discriminating on the basis of race when handing out assignments to their employees.
On August 28, 1998, the complainant intervened as a private party in the lawsuit, and on July 22, 1999, the EEOC settled with the defendants during mediation. On August 10, 1999, the court approved a consent decree, and on September 1, 1999, the court dismissed the case with prejudice, resolving all private party claims. Under the terms of the consent decree, the defendants agreed to pay $10,000 in damages to the complainant in this lawsuit, as well as another $32,000 in compensatory damages to a class of plaintiffs that the EEOC would later specify. All other claims made by the complainant in this lawsuit against the defendant were to be settled separately. In addition, the defendant agreed to pay the costs of the mediation process, except for the $2000 in mediation costs paid by the EEOC. The defendants were also enjoined from discriminating or retaliating against employees who reported discrimination in the workplace, and within 90 days of the consent decree, and at least annually in the 3 years following the decree, the defendants were to hold training sessions for management, supervisors, and hourly employees regarding methods of preventing discrimination in the workplace. All attendees at the anti-discrimination training sessions were to sign a roster to document their attendance. Within 120 days of the consent decree, the defendants were required to provide the EEOC with evidence that they had complied with the anti-discrimination training portion of the consent decree.
The consent decree further specified that any further claims that the complainant had against the defendants were to be settled separately, but we have no further information on further pursuit of claims by the complainant.Kristen Sagar - 02/18/2008