Filed Date: March 27, 1998
Closed Date: July 12, 2002
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The Seattle office of the EEOC brought this action in the U.S. District Court for the Western District of Washington, against Prudential Preferred Properties. The complaint, filed in March 1998, alleged sex discrimination in violation of Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963 (EPA); specifically that Defendant had paid the charging party and other female employees less than male employees because of their sex.
The parties entered a consent decree in April 1999. The decree, valid for 39 months, required Defendant to pay a total of $50,000 (split between 3 individuals in the amounts of $45,000, $3,000 and $2,000); to provide 6 hrs of Title VII and EPA training to its employees; to set up an internal grievance process for discrimination complaints; and to post and distribute notices regarding non-discrimination. Defendant was also enjoined from discriminating or retaliating in violation of Title VII or the EPA and was required to regularly report the salaries of its employees to the EEOC.
Summary Authors
Elizabeth Glassman (6/22/2007)
Last updated March 19, 2024, 3:06 a.m.
State / Territory: Washington
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: March 27, 1998
Closing Date: July 12, 2002
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
Prudential Preferred Properties, Private Entity/Person
Case Details
Causes of Action:
Equal Pay Act, 29 U.S.C. § 206(d)
Title VII (including PDA), 42 U.S.C. § 2000e
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: 50000
Order Duration: 1999 - 2002
Content of Injunction:
Develop anti-discrimination policy
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Implement complaint/dispute resolution process
Issues
General:
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Discrimination-basis:
Affected Sex or Gender:
EEOC-centric: