The Seattle District Office of the EEOC brought this action in the U.S. District Court for the District of Oregon, against Swift Transportation Company, Inc. The complaint was filed in June 1997, but we do not have access to that document. In October 1998, the parties came to a partial settlement ...
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The Seattle District Office of the EEOC brought this action in the U.S. District Court for the District of Oregon, against Swift Transportation Company, Inc. The complaint was filed in June 1997, but we do not have access to that document. In October 1998, the parties came to a partial settlement and a partial consent decree was entered. In January 1999, Defendant moved for summary judgment, and the motion was denied in all respects, except with regard to the EEOC's claim for punitive damages, for which it was granted. EEOC v. Swift Transportation Company, 45 F.Supp.2d 1036 (D.Or. 1999). In October 1999, the parties entered into a consent decree and the case was dismissed.
The consent decree will be in effect for three years and requires the defendant to: revise their anti-discrimination policy, implement gender neutral training guidelines, provide sex-discrimination training to all managers, supervisors, and truck drivers, and to post notice and distribute these revised policies.
Keri Livingston - 07/20/2007
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