In June 1999, the Detroit District Office of the EEOC brought this suit against Uniflow Corporation in the U.S. District Court for the Eastern District of Michigan. We do not have a copy of the complaint. However, according to the settlement agreement, the complaint alleged that the defendant retaliated against the charging party, a male employee, by demoting him and reducing his pay in response to his participation in a protected activity under Title VII of the Civil Rights Act of 1964. The defendant filed a motion to dismiss in August 1999 which was denied in September 1999. Then, after some scheduling orders, the parties settled the case in August 2000.

The settlement agreement, containing non-discrimination and non-retaliation provisions, required the defendant to pay the charging party $5,000 and to post a Title VII notice. The remaining provisions of the agreement were contingent on the defendant's previously expressed intent to close its facility within six months. In the event the defendant did not close its facility, it agreed to provide Title VII training for all its management and supervisory employees that participate in personnel decision making and submit compliance reports to the EEOC.

Michele Marxkors - 06/12/2007


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