University of Michigan Law School
Civil Rights Litigation Clearinghouse
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Case Name EEOC v. EAGLE FINANCIAL, INC., dba ALMOST A BANC & EAGLE C EE-MD-0030
Docket / Court AW-97-3274 ( D. Md. )
State/Territory Maryland
Case Type(s) Equal Employment
Special Collection EEOC Study -- in sample
Attorney Organization EEOC
Case Summary
The Baltimore District Office of the EEOC filed this suit against Eagle Financial, Inc., which owns and operates Check Cashing stores around the Baltimore, Washington D.C., and Northern Virginia regions, in September of 1997, in the U.S. District Court for the District of Maryland. The suit ... read more >
The Baltimore District Office of the EEOC filed this suit against Eagle Financial, Inc., which owns and operates Check Cashing stores around the Baltimore, Washington D.C., and Northern Virginia regions, in September of 1997, in the U.S. District Court for the District of Maryland. The suit alleged that Eagle Financial was discriminating in its hiring practices against African-Americans. The parties were able to work towards a settlement and ultimately a consent decree was entered in April of 2000.

The consent decree contained monetary relief as well as injunctive relief. The monetary relief was to be a maximum of $120,000; however, the total award was $111,150 split in uneven amounts to 25 complainants. The injunctive relief allowed for any of the 25 class members who met certain qualifications (mainly passing a drug test and a math test) to be hired by Eagle. Additionally there would be training to all current and future management who oversee hiring. The company is also to look to community groups to increase the amount of African-Americans who are employed by them. The decree is to expire in 24 months or if Eagle employs a certain percentage of African-Americans for a period of 12 months, and that percentage is pegged to the latest decennial census. After about one and a half years the consent decree was terminated by a motion from the defendant, most likely because they met the 12 month hiring percentage requirements.

Alex Bean - 06/11/2007


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Issues and Causes of Action
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Issues
Content of Injunction
Comply with advertising/recruiting requirements
Discrimination Prohibition
Goals and Timekeeping
Hire
Monitoring
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Recordkeeping
Reporting
Retaliation Prohibition
Utilize objective hiring/promotion criteria
Utilize objective job description
Discrimination-area
Hiring
Discrimination-basis
Race discrimination
EEOC-centric
Direct Suit on Merits
General
Disparate Treatment
Pattern or Practice
Plaintiff Type
EEOC Plaintiff
Race
Black
Causes of Action Title VII (including PDA), 42 U.S.C. ยง 2000e
Defendant(s) Eagle Financial, 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 2000 - 2002
Case Closing Year 2000
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)
8:97-cv-03274-AW (D. Md.) 11/06/2001
EE-MD-0030-9000 PDF | Detail
PACER [Public Access to Court Electronic Records]
General Documents
Consent Decree 04/14/2000
EE-MD-0030-0001 PDF | Detail
Order [Granting Termination] 11/06/2001 (D. Md.)
EE-MD-0030-0002 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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