On May 17, 2005, an individual employee filed a lawsuit individually and on behalf of similarly situated individuals against his employer, General Electric Co. ("GE"), under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., 42 U.S.C. § 1981, and the Connecticut Human Rights Act, Connecticut General Statute 46a-60 et seq., in the United States District Court for the District of Connecticut. The plaintiff, represented by private counsel, alleged racial discrimination against African-Americans and asked the court for injunctive relief to change GE's pay and promotion policies and procedures, as well as monetary and equitable relief. Specifically, the plaintiff contended that GE had systematically discriminated against African-American managers and professional level-employees by denying African-American managers the same pay afforded white managers, and by denying African-Americans promotions that were awarded to less qualified white employees. Further, the plaintiff contended that senior GE officers and managers had improperly interfered in bonuses and ratings of white managers, decreased bonuses for minority employees, and frustrated the plaintiff's investigation of a white employee accused of embezzlement. Moreover, the plaintiff claims that GE breached his contract, retaliated against him, intentionally inflicted emotional distress, intentionally and negligently represented the plaintiff and those similarly situated, and created a racially hostile environment.

There was little motion practice in this case. The parties engaged in settlement negotiations through mediation, but the results of such negotiations are unclear. The parties stipulated to a dismissal with prejudice, and the Court (Judge Peter Dorsey) signed it on January 25, 2006.

Haley Waller - 08/20/2010


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