In September 2006, the EEOC brought this suit against AutoZone, Inc. in the U.S. District Court for the Southern District of Alabama, under title VII of 42 U.S.C § 2000e. In this case, it is alleged that Autozone discharged an employee who worked in a store because he opposed discriminatory conduct of his supervisor (store manager) on the basis of race and sex. The EEOC asked for (a) a permanent injunction enjoining AutoZone from engaging in retaliating or any other employment discrimination practice on the basis of race, sex or retaliation; (b) an order for AutoZone to institute and carry out policies, practices and programs which provide equal employment opportunities; (c) an order for AutoZone to provide backpay and compensate to a discharged employee; and (d) punitive damages.

In 2003, the employee recognized that his supervisor's conduct and statements towards employees and customers were racially and sexually derogatory and harassing in nature. The employee suggested his supervisor refrain from such behavior, wrote a letter to AutoZone's district manager about the supervisor's behavior, and visited AutoZone's regional human resources manager to report harassment by the supervisor. Autozone did not take any action about the reported behavior. The employee was then discharged by AutoZone in 2004.

On October 30, 2007, the District Court (Judge Kristi DuBose) granted AutoZone's motion for summary judgment stating that (1) AutoZone's discharge of him did not constitute retaliation against him after the involvement of EEOC; and (2) the supervisor's actions did not rise to the standard of racial harassment and sexual harassment, which are requirement of protection under title VII. The District Court entered judgment for AutoZone and dismissed the EEOC's claim with prejudice .

Kowa Takata - 10/15/2014


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