The Phoenix and Albuquerque offices of the EEOC brought this suit against DHL Express, Inc. and Air One Transport in the United States District Court for the District of New Mexico in September 2004. The complaint alleged discrimination against a female employee in violation of Title VII. More ...
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The Phoenix and Albuquerque offices of the EEOC brought this suit against DHL Express, Inc. and Air One Transport in the United States District Court for the District of New Mexico in September 2004. The complaint alleged discrimination against a female employee in violation of Title VII. More specifically, the complaint alleged the defendant allowed the complainant to be sexually harassed, subjected her to discipline and other conditions of employment based on her sex and failed to promote her because of her sex. The complaint also alleged the defendant retaliated against the complainant for complaints made on her behalf. The complainant was allowed to enter the suit as an intervenor plaintiff and her complaint added additional state anti-discrimination law and other state law claims. After several discovery disputes, the parties entered separate consent decrees in December 2005.
The consent decree with DHL, which was amended February 24, 2006, enjoins the defendant from discrimination or retaliation. The settlement includes a $175,000 payment to the plaintiff and provision of neutral references on behalf of the plaintiff. DHL must also institute policies that will prevent sex discrimination including reviewing or developing policies and procedures on sex discrimination, distribute the policy and procedures to employees, training employees on sex discrimination, and post a notice. DHL is required to report to the EEOC for three years from the entry of the decree.
A similar consent decree was entered into with Air One. It requires the company not discriminate or retaliate, pay $125,000 to plaintiff, develop or review policies and procedures on sex discrimination, and distribute the policies and procedures to employees. Air One must also provide training, post a notice, and report to the EEOC for three years.
Following the entry of the decrees, the plaintiff voluntarily dismissed the charges. As no further entries appear in the docket, presumably this case closed in 2009.
Kevin Wilemon - 08/14/2008
Rachel Barr - 03/11/2018
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