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Civil Rights Litigation Clearinghouse
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Case Name EEOC v. MGM MIRAGE, INC. EE-NV-0022
Docket / Court 2:05-cv-01101-PMP-PAL ( D. Nev. )
State/Territory Nevada
Case Type(s) Equal Employment
Special Collection EEOC Study -- in sample
Attorney Organization EEOC
Case Summary
On September 9, 2005, the Los Angeles and San Diego offices of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against the MGM Mirage Inc., the Mandalay Bay Resort Group, and the Mandalay Corporation in the U.S. District Court for the District of Nevada. The EEOC ... read more >
On September 9, 2005, the Los Angeles and San Diego offices of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against the MGM Mirage Inc., the Mandalay Bay Resort Group, and the Mandalay Corporation in the U.S. District Court for the District of Nevada. The EEOC alleged that the defendants had violated the constitutional rights of four female kitchen employees by subjecting one of them to sexual harassment and by subjecting the other three to a hostile work environment when they defended her from the harassment.

On November 18, 2005, the defendants filed a motion to dismiss, but on May 29, 2007, the parties entered into a consent decree. Under the decree, the defendants were prohibited from subjecting any employee to sexual harassment in the workplace. The defendants agreed to pay $300,000 in damages to a class of plaintiffs whose identities were to be determined. The defendants also agreed to donate $10,000 to the Voice Foundation, a charity that works to build stronger communities among employees. The defendants agreed to provide equal employment opportunity training for main kitchen employees, including extra training for management personnel on how to properly handle complaints of discrimination. The defendants agreed to maintain a telephone hotline to allow employees to report their complaints of discrimination or retaliation in the workplace. They also agreed to distribute notice of employment rights to all of their employees and to expunge the employment record of the employee whose rights were the subject of this lawsuit. Within 30 days of the entry of the decree, the defendants agreed to maintain the services of an Equal Employment Opportunity Consultant, whose job would be to ensure that they complied with all of the terms of the decree. This person would also be responsible for filing an annual compliance report with the EEOC. Finally, the defendants agreed to maintain records of all complaints made regarding employment discrimination, and to make those reports available to the EEOC within 10 days of any request for such information.

Kristen Sagar - 04/09/2008


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Issues and Causes of Action
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Issues
Affected Gender
Female
Content of Injunction
Develop anti-discrimination policy
Discrimination Prohibition
Expungement of Employment Record
Implement complaint/dispute resolution process
Other requirements regarding hiring, promotion, retention
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Recordkeeping
Reporting
Retaliation Prohibition
Discrimination-area
Discharge / Constructive Discharge / Layoff
Discipline
Harassment / Hostile Work Environment
Other Conditions of Employment (including assignment, transfer, hours, working conditions, etc)
Discrimination-basis
Sex discrimination
EEOC-centric
Direct Suit on Merits
General
Disparate Treatment
Plaintiff Type
EEOC Plaintiff
Causes of Action Title VII (including PDA), 42 U.S.C. ยง 2000e
Defendant(s) Mandalay Bay Resort Group
Mandalay Bay Resort Group
Mandalay Corporation
MGM Mirage, 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 2007 - 2009
Case Closing Year 2007
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)
2:05-cv-01101-PMP-PAL (D. Nev.) 05/29/2007
EE-NV-0022-9000.pdf | Detail
PACER [Public Access to Court Electronic Records]
General Documents
Complaint 09/09/2005
EE-NV-0022-0001.pdf | Detail
Document Source: PACER [Public Access to Court Electronic Records]
EEOC Sues Mandalay Bay Resort & Casino for Sexual Harassment and Retaliation 09/13/2005
EE-NV-0022-0007.pdf | Detail
First Amended Complaint 12/23/2005
EE-NV-0022-0004.pdf | Detail
Document Source: PACER [Public Access to Court Electronic Records]
Consent Decree 05/29/2007
EE-NV-0022-0008.pdf | Detail
Document Source: PACER [Public Access to Court Electronic Records]
Judges Johnston, Robert J. (D. Nev.) [Magistrate]
EE-NV-0022-9000
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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