Filed Date: Feb. 3, 1999
Closed Date: May 9, 2000
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The EEOC's Albuquerque district office sued Monk's, Inc., the owner of the International House of Pancakes chain of restaurants, on February 3, 1999 in the U.S. District Court for the District of New Mexico. The EEOC's complaint alleged that Monk's violated the Americans with Disabilities Act when it discriminated against an employee with a physical disability (diabetes) when it failed to reasonably accommodate the employee and terminated him. The parties entered into a consent decree on May 9, 2000, which stipulated that Monk's would pay the defendant $11,000 in damages, post a notice of EEO rights in its Las Cruces restaurant, provide EEO training for its managers and supervisors, and allow the EEOC to ensure compliance with the consent decree both through annual reports from the defendant and entering the defendant's restaurant.
Summary Authors
Aaron Weismann (6/11/2007)
Last updated April 15, 2024, 3:05 a.m.
State / Territory: New Mexico
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Feb. 3, 1999
Closing Date: May 9, 2000
Case Ongoing: No
Plaintiffs
Plaintiff Description:
Equal Employment Opportunity Commission, on behalf of one or more workers.
Plaintiff Type(s):
Attorney Organizations:
Public Interest Lawyer: Yes
Filed Pro Se: No
Class Action Sought: No
Class Action Outcome: Not sought
Defendants
Monk's, Inc. (Las Cruces, NM), Private Entity/Person
Case Details
Causes of Action:
Americans with Disabilities Act (ADA), 42 U.S.C. §§ 12111 et seq.
Available Documents:
Injunctive (or Injunctive-like) Relief
Outcome
Prevailing Party: Plaintiff
Nature of Relief:
Injunction / Injunctive-like Settlement
Source of Relief:
Form of Settlement:
Court Approved Settlement or Consent Decree
Amount Defendant Pays: 11000
Order Duration: 2000 - 2003
Content of Injunction:
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Issues
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Discrimination-basis:
Disability (inc. reasonable accommodations)
EEOC-centric: