On June 30, 2006, the Boca Raton, Miami, and Tampa offices of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against Awareness Technology, Inc. in the U.S. District Court for the Southern District of Florida. The EEOC alleged that the defendants had violated the rights ...
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On June 30, 2006, the Boca Raton, Miami, and Tampa offices of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against Awareness Technology, Inc. in the U.S. District Court for the Southern District of Florida. The EEOC alleged that the defendants had violated the rights of the complainant by subjecting her to harassment because she was pregnant and by retaliating against her for complaining about the harassment.
On December 7, 2006, the case was referred to mediation, and it settled during mediation on June 12, 2007. The parties entered a consent decree with the court on June 29, 2007, and the court adopted it and dismissed the case on July 3, 2007. Under the terms of the consent decree, which was to last for three years, the defendants were prohibited from discriminating or retaliating against any employee illegally. The defendants agreed to post and distribute notice of the employees' equal employment opportunity rights. They also agreed to conduct annual training of all employees regarding EEO laws, policies, and procedures. The first training session was to be held within 60 days of the entry of the consent decree. This training was to be conducted by a pre-approved trainer from Indian River Community College.
The defendants agreed to file bi-annual reports to the EEOC regarding their compliance with the terms of the consent decree for three years following the entry of the decree, and they agreed to forward a copy of their revised anti-discrimination policy to the EEOC for review. In addition, the defendants were required to submit a report on the training session within 10 days of when it took place. They agreed to provide the EEOC with copies of any written or printed materials to be used at the training session 10 days before they were distributed. Finally, the EEOC was to have the right to conduct private phone interviews with the defendant's employees in order to ensure compliance with the decree.Kristen Sagar - 04/28/2008