On September 26, 2002, the EEOC filed a complaint in the United States District Court for the District of Nevada under the Equal Pay Act of 1963 ("EPA"), Title VII of the Civil Rights Act of 1964 ("Title VII"), as amended, and Title I of the Civil Rights Act of 1991 on behalf of an aggrieved female employee. The EEOC claimed that Defendant paid a female "parts runner" at wage rates less than those male employees performing the same work in similar conditions because of her sex. The EEOC sought both injunctive and monetary relief.

The EEOC submitted an amended complaint on November 7th, 2002, which further alleged that Defendant violated Title VII and the EPA by retaliating against the employee for complaining of the discrimination by suspending her.

On October 6, 2003, the Nevada District Court (Judge David Warner Hagan) approved a settlement between the parties under a consent decree. The decree generally provided that Defendant was not to discriminate against any individual in the future on the basis of sex. It further required that Defendant designate an Equal Employment Opportunity Manager to implement and monitor the company's compliance with the EPA and Title VII, as well as the provisions of this decree. In addition, Defendant was required to provide three hours of training on gender pay discrimination to its managers, as well as to implement written objective criteria regarding salaries in its maintenance department. The decree also granted monetary relief to the aggrieved employee in the amount of $23,500. The consent decree was to remain in effect for a period of two years.

Adam Teitelbaum - 03/20/2010


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