University of Michigan Law School
Civil Rights Litigation Clearinghouse
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Case Name EEOC v. GREENVILLE FORD-MERCURY, INC. EE-IL-0101
Docket / Court 3:00-cv-00770-DRH ( S.D. Ill. )
State/Territory Illinois
Case Type(s) Disability Rights-Pub. Accom.
Equal Employment
Special Collection EEOC Study -- in sample
Attorney Organization EEOC
Case Summary
The EEOC's Chicago district office sued Greenville Ford-Mercury, Inc., an Illinois company that owns a number of car-dealerships, on September 28, 2000 in the United States District Court for the District of Southern Illinois. The suit was premised on Greenville's violations of the ADA (42 U.S.C. � ... read more >
The EEOC's Chicago district office sued Greenville Ford-Mercury, Inc., an Illinois company that owns a number of car-dealerships, on September 28, 2000 in the United States District Court for the District of Southern Illinois. The suit was premised on Greenville's violations of the ADA (42 U.S.C. ß1210) when it fired one of its employees for his disability (diabetes). After a lengthy and very contentious discovery process, the case went to trial before a jury on July 22, 2002. After a three day trial, the jury returned a verdict that the defendant discriminated and awarded the employee $25,000 in compensatory damages with an additional $60,000 in punitive damages. This amount was limited statutorily to $50,000 and the aggrieved employee further received $526 in back pay and $949 for medical expenses. The court also prescribed injunctive relief, amounting to an anti-retaliation provision, an anti-discrimination provision, and other measures designed to curb discrimination within the Greenville plant.

Aaron Weismann - 05/30/2007


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Issues and Causes of Action
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Issues
Content of Injunction
Discrimination Prohibition
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Reporting
Retaliation Prohibition
Discrimination-area
Discharge / Constructive Discharge / Layoff
Discrimination-basis
Disability (inc. reasonable accommodations)
EEOC-centric
Direct Suit on Merits
General
Disparate Treatment
Plaintiff Type
EEOC Plaintiff
Causes of Action Americans with Disabilities Act (ADA), 42 U.S.C. §§ 12111 et seq.
Defendant(s) Greenville Ford Mercury, 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 Litigation
Form of Settlement None on record
Order Duration 2002 - 2004
Case Closing Year 2002
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)
3:00-cv-00770-DRH (S.D. Ill.) 01/12/2004
EE-IL-0101-9000 PDF | Detail
PACER [Public Access to Court Electronic Records]
General Documents
Order 08/06/2002 (S.D. Ill.)
EE-IL-0101-0001 PDF | Detail
Document Source: PACER [Public Access to Court Electronic Records]
Judgment in a Civil Case 08/06/2002 (S.D. Ill.)
EE-IL-0101-0002 PDF | Detail
Document Source: PACER [Public Access to Court Electronic Records]
Office of General Counsel Annual Report (FY 2002) 06/16/2003
EE-IL-0101-0006 PDF | Detail
Memorandum and Order 01/12/2004 (S.D. Ill.)
EE-IL-0101-0005 PDF | Detail
Document Source: PACER [Public Access to Court Electronic Records]
Order [Granting in Part and Denying in Part Defendant's Motion for Stay] 10/25/2005 (S.D. Ill.)
EE-IL-0101-0003 PDF | Detail
Document Source: PACER [Public Access to Court Electronic Records]
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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