Filed Date: Feb. 27, 2002
Closed Date: March 17, 2003
Clearinghouse coding complete
The EEOC's Charlotte district office sued Sampson-Bladen Oil Company on February 27, 2002 in the U.S. District Court for the Eastern District of North Carolina. The EEOC's complaint alleged that the defendant violated the Americans with Disabilities Act when it discriminated based on disability (physical) by disclosing that an employee had HIV, altering the conditions of the employee's employment based on his disease, and ultimately terminated the employee because of his disease. The parties entered into a consent decree on April 9, 2003, which stipulated that the defendant would pay the complainant $37,500 in damages, develop and distribute an ADA policy, post a notice of compliance with the ADA, provide ADA training to its employees, allow the EEOC to investigate the defendant's premises, and report alterations of employment duties based on disease to the EEOC semiannually.
Summary Authors
Aaron Weismann (6/22/2007)
Last updated March 27, 2024, 3:19 a.m.
State / Territory: North Carolina
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Feb. 27, 2002
Closing Date: March 17, 2003
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
Sampson-Bladen Oil Co., Inc. (Hope Mills, NC), 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: 37500
Order Duration: 2003 - 2004
Content of Injunction:
Expungement of Employment Record
Develop anti-discrimination policy
Comply with advertising/recruiting requirements
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Issues
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Other Conditions of Employment (including assignment, transfer, hours, working conditions, etc)
Discrimination-basis:
Disability (inc. reasonable accommodations)
EEOC-centric: