• •

UNITED STATES DISTRICT COURT EASTERN DISTRICT OF NEW YORK ---------------------------------------------------------------X ' EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,
PLAINTIFF,
v.
POLAR AIR CARGO, INC.,
____________________D__E__F__E__N__D___A__N__T__._______________---------X

CIVIL ACTION NO. fiLED

, U.s.

IN (;Ll;Y-\'~'$ OF'V

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NY

'* * SEt' 2 8 1005

BROOKLYN OFFICE

COMPLAINT AND

'

JURY DEMAND

FEUERSTEIN, J.

NATURE OF THE ACTION

• r.
~~•'J~o\\\\'1<""\ ,"'.'/.

This is an action under Title VII of the Civil Rights Act of 1964, as amended, and

Title I of the Civil Rights Act of 1991, to correct unlawful employment practices on the basis of

sex and retaliation and to provide appropriate relief to Charging Party Louise Gettman and other

female pilots employed by Defendant Polar Air Cargo, Inc. As charged with greater specificity

below, Plaintiff Equal Employment Opportunity Commission alleges that the Defendant refused

to allow female pilots flight assignments to the Middle East, and discharged First Officer

Gettman in retaliation for complaining that this was discriminatory.

JURISDICTION AND VENUE

I. Jurisdiction of this Court is invoked pursuant to 28 U.S.C. §§451, 1331,

1337, 1343, and 1345. This action is authorized and instituted pursuant to Section 706(£)(1) and

706(f)(3) ofTide VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. §2000e-5(f)(I) and

(3). ("Title VIr'), and Section 102 of the Civil Rights Act of 1991, 42 U.S.C. §1981a ("CRA

1991").

• •
2. The unlawful employment practices were and are now being committed within the jurisdiction of the United States District Court for the Eastern District of New York.
PARTIES 3. Plaintiff Equal Employment Opportunity Commission (,'EEOC") is an agency of the United States of America charged with the administration, interpretation and enforcement of Title VII and is expressly authorized to bring this action by Sections 706(£)(1) and (3) ofTitle VII, 42 U.S.c. §2000e - 5(f)(1) and (3). 4, At all relevant times, Defendant Polar Air Cargo, Inc. ("Polar Air"), has continuously been a New York corporation doing business in the State of New York and the County of Kings, and has continuously had at least 15 employees. 5. At all relevant times Polar Air has continuously been an employer engaged in an industry affecting commerce within the meaning of Section 701(b), (g) and (h) of Title VII, 42 U.S.C. §§ 2000e(b), (g) and (h).
STATEMENT OF CLAIMS 6. More than 30 days prior to the institution of this lawsuit, Louise Gettman filed a charge with the Commission alleging violations of Title VII by Polar Air. All conditions precedent to the institution of this lawsuit have been fulfilled. 7. Between at least early 2002 and late April, 2003, Defendant Polar Air discriminated against First Officer Louise Gettman and other female pilots, on the basis of sex, female, in violation of Sections 703(a) and 703(b) ofTitle VII, 42 U.S.C. §2000e-2(a) and §2000eH 2(b). Polar Air refused to allow female pilots to fly routes into or out of the Middle East. 8. In late March or early April, 2003, First Officer Gettman complained to
2

• •

Polar Air's Chief Pilot about the prohibitions against allowing female pilots to fly to the Middle

East. After she complained, Polar Air revoked the policy against allowing female pilots to fly to

the Middle East, but retaliated against First Officer Gettman. Polar Air terminated her for

insubordination, in August 2003, in violation of Section 704 of Title VII, 42 U.S.C. §2000e-3.

9. The effect of the practices complained of in Paragraph 7 above has been to

deprive First Officer Gettman and other female pilots employed by Polar Air of equal

employment opportunities and to otherwise adversely affect their status as employees because of

their sex, female. 10.

The effect of the practices complained of in Paragraph 8 above has been to

deprive First Officer Gettman of equal employment opportunities and to otherwise adversely

affect her status as an employee, in retaliation for complaining about and opposing

discrimination based on sex.

11. The unlawful employment practices complained of above were and are

intentional. 12.

The unlawful employment practices complained of above were and are

willful and done with malice or with reckless indifference to the federally protected rights of

Louise Gettman and the other female pilots employed by Polar Air.

PRAYER FOR RELIEF

The Commission respectfully requests that this Court:

A. Grant a permanent injunction enjoining Defendant Polar Air, its officers,

successors, assigns and all persons in active concert or participation with it from engaging in any

employment practices which discriminate on the basis of sex or retaliation.

3

• •
B. Order Defendant Polar Air to institute and carry out policies, practices and programs which provide equal employment opportlUlities for female employees, and which eradicate the effects of Defendant Polar Air's past and present unlawful employment practices.
C. Order Defendant Polar Air to make whole Louise Gettman and other female pilots by providing appropriate backpay with prejudgment interest, in amounts to be determined at trial, and other affirmative relief necessary to eradicate the effects of Defendant Polar Air's unlawful employment practices.
D. Order Defendant Polar Air to make whole Louise Gettman and other female pilots by providing compensation for past and future pecuniary losses in amounts to be determined at trial.
E. Order Defendant Polar Air to make whole Louise Gettman and other female pilots by providing compensation for past and future non-pecuniary losses, including pain, suffering, and humiliation in amounts to be detennined at trial.
F. Order Defendant Polar Air to pay Louise Gettman and other female pilots punitive damages for its malicious and/or reckless conduct, as described above, in amounts to be detennined at trial.
G. Grant such further relief as the Court deems necessary and proper. H. Award the EEOC its costs in this action.
JURY DEMAND The Commission requests a jury trial on all questions of fact raised by its
4

• •
Complaint.

Dated:

New York, New York September _ _, 2005

Respectfully submitted,
James L. Lee
Deputy General Counsel
Gwendolyn Young Reams Associate General Counsel
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 1801 "L" Street, N,W, W hington, D.C. 205 7

Ehzabet Grossman Acting R gional Attorney
A~ '-
Lisa Sirkin Supervisory Trial Attorney

Senior Trial Attorney

EQUAL EMPLOYMENT OPPORTUNITY

COMMISSION

New York District Office

33 Whitehall Street, 5th Floor

New York, NY 10004-2112

Phone:

(212) 336-3694

Fax::

(212) 336-3623

e-mail:

michael.obrien@eeoc.gov

5

 
 UNITED STATES DISTRICT COURT EASTERN DISTRICT OF NEW YORK ---------------------------------------------------------------)( EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,
PLAINTIFF,
v.

CIVIL ACTION NO. OS-CV-4S79 (SJF) (RLM)

POLAR AIR CARGO, INC.,

DEFENDANT. ---------------------------------------------------------------)(

CONSENT DECREE

The parties to this Consent Decree are the Equal Employment Opportunity Commission (hereafter the "EEOC") and Polar Air Cargo, Inc. (hereinafter "Polar"). The EEOC brought this action on September 28. 2005, pursuant to Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq. ("Title VII") and the Civil Rights Act of 1991,42 U.S.C. § 1981 A. The EEOC alleged that Polar discriminated against Louise Gettman and other female pilots by not allowing them to fly to the Middle East after September II, 2001, and discharged First Officer Gettman in retaliation for complaining that this was discriminatory. Polar denies that it violated Title VII, discriminated or retaliated against Gettman, or discriminated against any other female pilot and contends that it discharged Gettman for good cause.
The Parties hereto desire to settle this action, and therefore do hereby stipulate and consent to the entry of this Decree as final and binding between the parties and their successors or assigns. This Decree resolves all matters related to Civil Action 05-CV-4579 (SJF) (RLM», now pending in the United States District Court for the Eastern District of New York. The parties agree that this Decree may be entered into without Findings of Fact and Conclusions

of Law being made and entered by the Court. No waiver, modification or amendment of any provision of this Consent Decree shall be effective unless made in writing, approved by all parties to this Consent Decree and approved or ordered by the Court.
In consideration of the mutual promises and agreements contained in this Decree, the sufficiency of which is hereby acknowledged, the parties agree as follows, the Court finds appropriate, and it is therefore ORDERED, ADJUDGED AND DECREED that:
I. This Consent Decree resolves all issues raised in EEOC Charge Number 160-2003-0209 (the "Charge") and all issues that were raised in the complaint filed by EEOC (the "Complaint"). This Consent Decree does not resolve any charge of discrimination currently pending before the EEOC, or any charge that may be filed in the future, except for the charge (No. 160 2003 0209) that served as the jurisdictional prerequisite in this case.
2. The parties agree and the Court finds that this Court has jurisdiction over the subject matter of this action and the parties to this action, that venue is proper, and that all administrative prerequisites have been met. No party shall contest the validity ofthis Decree or the jurisdiction of the federal district court to enforce this Decree and its terms.
3. This Decree is issued with the consent of the parties. 4. The Parties agree that this Consent Decree constitutes the complete agreement between the EEOC and Polar with respect to the matters referred to herein. No waiver, modification or amendment of any provision of this Consent Decree shall be effective unless made in writing, approved by all Parties to this Decree and approved or ordered by the Court. 5. This Consent Decree does not and should not constitute grounds for suspension and/or debarment of Polar from goverrunent contracts under any federal statute or
2

regulation, including, without limitation, the Federal Acquisition Regulation, 48 C.F.R. § 9.4062, or Executive Order 11246, 30 Fed. Reg. 12,319 (Sept. 18, 1965) and regulations enforcing the Executive Order, 41 C.F.R. § 60-1.27.
6. At the written request of Gettman, Polar shall include copies ofthis Consent Decree, the Charge and the Complaint in any employment or personnel file of Gettman maintained by Polar.
MONETARY RELIEF 7. Polar shall take all action necessary and appropriate to obtain from the United States Bankruptcy Court for the Southern District of Florida an order, substantially in the form annexed as Exhibit A hereto, granting to First Officer Gettman an allowed unsecured claim against Polar's bankruptcy estate in the amount of $50,000 (the "Gettman Claim"). The Gettman Claim shall be treated in accordance with Polar's confirmed chapter 11 plan of reorganization.
POSTING OF NOTICES 8. Polar shall ensure that EEO posters pertaining to laws prohibiting discrimination and sexual harassment are posted in conspicuous places in all of its locations in accordance with 29 C.F.R. § 1601.30.
SEXUAL HARASSMENT POLICY AND TRAINING 9. Neither Polar nor its managers, officers, agents, successors, or assigns will discriminate against any individual because of the individual's sex, engage in harassment toward any employee, create or permit a hostile environment for employees based on their sex, or retaliate against any individual for participating in this matter in any way, for assisting or providing information to the EEOC, or for asserting his or her rights under Title VII.

3203395~6.DOC

3

10. Polar will revise its current policy concerning sexual harassment and discrimination as attached as Exhibit B hereto (the "Amended Policy") and shall send the Amended Policy to all of its employees within thirty (30) days of this Decree to replace pages 8 through 10 of Polar's Code of Conduct & Employee Handbook.
II. Polar shall provide all new employees with copies of the Amended Policy within ten (10) days of the commencement of their employment. In the event that Polar should wish to modify the Amended Policy during the term of the Decree, it shall do so only after submitting the modified policy to the EEOC for approval and receiving such approval from the EEOC in writing.
12. Polar agrees to provide no fewer than two (2) hours of training in Federal laws prohibiting discrimination in employment for all employees of Polar provided by Ropes & Gray LLP, or any other firm or agency approved by the EEOC in writing, including training by presentation and/or video on topics including sexual harassment and complaint procedure for discrimination, harassment and retaliation complaints. The foregoing training shall be completed by all "crewmembers" of Polar within eighteen (18) months of the entry of this Decree and by all other employees of Polar within nine (9) months of the entry of this Decree.
13. Within sixty (60) days of the completion of the initial training described in the preceding paragraph, Polar shall provide the Legal Unit of EEOC, New York District Office, with a listing of all employees, managers and supervisors who have received the training, including the dates of the trainings.
WEBSITES 14. Polar will amend its website to make clear that it is an Equal Employment Opportunity employer, and provide a link to the policy set forth in Paragraph 10.
4

MISCELLANEOUS PROVISIONS

the Court.

15. The effective date of this Decree shall be its date of entry as an order of

16. This Decree will remain in effect for two (2) years from the date it is signed by the Court.

17. Nothing in this Decree shall be construed to preclude the EEOC from

enforcing this Decree in the event that Polar fails to perform the promises and representations

contained herein. The Court shall retain jurisdiction over any such enforcement proceedings during the duration of this Consent Decree.

18. The parties agree to bear their own attorneys' fees and costs associated

with this case.

.v~",ay of

APPROVED IN FORM AND CONTENT:
FOR THE EQUAL EMPLOYMENT
1~lX~:-
Elizabetb Grossman Regional Attorney

Judge Feuerstein
em duly authorized counsel

5

UNITED STATES BANKRUPTCY COURT SOUTHERN DISTRICT OF FLORIDA www.flsb.uscourts.gov

In re:

§

§

ATLAS WORLDWIDE HOLDINGS,

§

INC.; ATLAS AIR, INC.;

§

POLAR AIR CARGO, INC.;

§

AIRLINE ACQUISITION CORP. I; AND §

ATLAS WORLDWIDE AVIAnON

§

LOGISTICS, INC.;

§

§

Debtors.

§

(Chapter 11)
Case Numbers 04-10792-BKC-RAM through 04-10796-BKC-RAM
(Jointly Administered under Case Number 04-10792-BKC-RAM)

SUPPLEMENTAL ORDER REGARDING CLAIM NO. 9980253 ASSERTED BY LOUISE A. GETTMAN THIS MATTER having come before the Court upon the Third Omnibus Objection to Claims (the "Objection") filed by, among others, Polar Air Cargo, Inc. ("Polar"), one of the former debtors and debtors in possession in the above-captioned cases (the "Debtors" or "Reorganized Debtors," as applicable"); and Louise A. Gettman (the "Claimant") having filed a priority claim in the amount of$50,000 (no. 9980253 (the "Claim"», asserting a liability for potential damages arising from, among other things, a complaint before the Equal Employment Opportunity Commission ("EEOC") alleging discriminatory acts by the Reorganized Debtors in violation of Title of VII of the Civil Rights Act of 1964 (the "Claims"); and the Reorganized Debtors having objected to the Claim; and this Court having entered (i) the Order Regarding Claim No. 9980253 Asserted by Louise A. Gettman, dated March 29, 2005 and (ii) the Order (I) Granting in Part and Denying Part Plaintiffs Motion for Preliminary Injunction; (2) Vacating Order Setting Pretrial Conference and Trial; and (3) Setting Filing Deadlines, Briefing Schedule and Hearing on Summary Judgment Motions, dated March 31, 2006. Accordingly, it is hereby ORDERED that:

3205564.2

1. The Claim shall be allowed in the amount of $50,000 as a general unsecured claim against Polar.
2. All other amounts (i) scheduled by the Debtors in their Schedules of Assets and Liabilities or (ii) in any proofs of claim filed against the Debtors by the Claimant are hereby disallowed in their entirety, and the Claimant shall not be entitled to any additional distribution from the Debtors' estates on account of the Claim.
SO ORDERED in the Southern District of Florida on -----------------
ROBERT A. MARK, CHIEF JUDGE U.S. BANKRUPTCY COURT Copies to: Jordi Guso, Esq. (Attorney Guso is directed to serve a conformed copy ofthis Order immediately upon receipt and to file a certificate ofservice.)
2
3205564.2

Atlas Air Worldwide Holdings, Inc.
In\lnumt with Atlas nd

Equal Employment

The Company is committed t the equitable treatment of all employees and qualified applicants for ernploym 1t. All applicants and employees should be judged by their qualifications, demon rated skills and achievements.
The Company strives to a rd equal employment opportunity to all employees and applicants for employm nt without regard to race, color, rellgion, sex, sexual orientation, national origi ,citizenship, place of birth, age, or disability, in accordance with federal, state and ocallaws. It is the Company's goal to make reasonable accommodations for an therwise-qualified individual with a disability.

Further, the Campa y does not discriminate on the basis of race, color, religion, sex, sexual orientation, ational origin, citizenship, place of birth, age, or disability. All personnel policie elating to hiring, transfers, promotions, layoffs, compensation, benefits, training, educational assistance and all treatment on the job should be free of discriminatory practices. Underscoring this policy is our commitment, concern and respect for the employee's dignity and well-being.

The Company forbid retaliation of any kind against any employee for reporting a

suspected vio

of equal opportunity or discrimination laws. At tAB saffle tiFf'1e":,

Affirmative Action Policy
Atlas and Polar are committed to providing equal employment opportunities and have developed an Affirmative Action Plan (AAP) to help achieve this objective.
Pursuant to the AAP, Atlas and Polar affirm to potential employees, current employees, customers, vendors, stockholders and others that opportunities are made available on a nondiscriminatory basis and that employment and advancement within Atlas and Polar are based on individual merit and ability.
This non-discrimination policy applies to all terms, conditions and privileges of employment including recruitment, hiring, training, promotion, transfer, compensation, benefits, and social and recreational programs. It is the responsibility of every manager and employee to adhere to this policy.
Accountability for the AAP is delegated to the Human Resources Department, including the Human Resources Officer, who is the Company's Equal Employment Opportunity Officer. The Company's Affirmative Action Plan is on file in the Human Resources Department and may be reviewed upon request during normal business hours. I:!
8

Atlas Air Worldwide Holdings, Inc.
Employment with Atlas and Polar
Policy against Harassment and Discrimination
It is the Company's policy to ensure compliance with all federal, state and local laws that guarantee employees the right to work in an environment free of hostile or offensive behavior, In an effort to provide a work environment free of unlawful harassment and discrimination, the Company has a "zero tolerance" policy for such conduct. Each employee should be treated with respect and dignity. We need to focus our energy and effort on business issues, Inappropriate behavior like harassment and discrimination detracts from that focus and has no place in our work environment.
By creating a work environment free of harassment, the Company ensures that employees will not be exposed to unsolicited or unwelcome forms of harassment and discrimination. As such, the Company prohibits any form of physical, visual and verbal harassment of a sexual nature, as well as any form of discrimination based on race, religion, color, national origin, age, gender, disability, veteran status, citizenship, pregnancy, marital status, sexual orientation or any other protected status in accordance with applicable federal, state and local law. All employees are encouraged to inform the source of the harassment or discrimination that the behavior is unwelcome, and are responsible for promptly reporting harassment or discrimination to the appropriate Company representative when it occurs and whether or not the employee is directly involved (e.g., immediate supervisor, manager, Human
urces Department, Legal Department, or Compliance Hotline). No employee w~1I ~ ~taliated against for reporting OJ, ~e6el faitl, alle:§Gtie:t ef harassment or disCrimination.
Any questions concerning this policy should be discussed with the Human Resources Department or the Legal Department.
Sexual Harassment Sexual harassment is unlawful and will not be tolerated. Such conduct can expose not only the Company, but also tho individuals involved in such conduct. to signif: cant liability under the law. At Atlas and Polar, sexual harassment, whether verbal, physical or environmental, is unacceptable and will not be tolerated, Such conduct may result in disciplinary action up to and including discharge,
Prohibited Conduct Sexual harassment includes unwelcome sexual advances, requests for sexual favors and other verba! or physical conduct of a sexual nature, when:
Ii> submission to such conduct is made either explicitly or implicitly a term or conditior· of an individual's employment;
Ii> submission to or rejection of such conduct by an individual is used as a basis for employment deciSiOns affecting such individuals; or
... such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. 9

Atlas Air Worldwide Holdings, 'nco
Employment with Atlas

No supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, compensation, advancement, assigned duties, or any other term or condition of employment.

Other sexually harassing conduct whether committed by supervisors or non-su-
pervisory personnel, is also prohibited. Depending on the circumstances, examples of sexual harassment may include, but are not limited to, unwelcome conduct such as:

... physical assaults of a sexual nature, such as rape, sexual battery, molestation or
attempts to commit these assaults;

... intentional physical conduct which is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another employee's body or poking another employee's body;

... sexual flirtations, advances or propositions;

... verbal jokes, teasing, epithets, slurs or abuse of a sexual nature;

... sexually degrading words used to describe an individual;

... display of sexually suggestive objects, graphics, pictures, graffiti or e-mail;
~ retaliatiep a§3iPft emplo)'ees for complaining abo, ,t tb e beQ2'rj9F£ sescribed

/"
,...----"""""1

399"9 9rf.er "oof/opting in any ip"oHigation of alleged sex' 'al h2raw.:Q9ot.
Employee Responsibilities

... To refrain from all conduct which might be considered improper harassment,

discrimination, or retaliation;

... To report harassment or discrimination.

Employee's Responsibilities: If an employee believes he or she has been improperly

harassed or discriminated against in violation of these guidelines, the employee

should promptly report the facts of the incident(s) and the name of the individual(s)

involved to his or her supervisor or manager. If the alleged source of the harassment

or discrimination is the employee's supervisor or manager, or the employee does

not feel that the situation was or will be adequately resolved by the supervisor or

manager, then the emplOyee~ report the incident to the next-level manager,

a Human Resources Department r presentative, d member of senior managemenl

or the Compliance Hatlln .

~

Report Witnessed Inciden : Any mp oyee who witnesses what is believed to be harassment or discrimi tion has responsibility to report it to an appropriate su-

pervisor or manager, 0 to the Hu n Resources Department or the Compliance

Hotline. If the alleged ouree of the ha ment or discrimination is an employee's

immediate superviso or manager, the wit

report the incident to the

next-level supervism or manager or to the Hum n

rces or Legal Department

or the Compliance 0 ' 1:1

10

RIDERS:
Policy Against Other Forms of Harassment and Discrimination
The Company does not discriminate on the basis of race, color, religion, sex, sexual orientation, national origin, citizenship, place of birth, age, or disability. The Company also recognizes that harassment on the basis of race, religion, age, sex, color, sexual orientation, national origin, citizenship, place of birth, age, or disability is a form of discrimination. Conduct prohibited includes, but is not limited to, racial or ethnic slurs and epithets. An employee who believes that he or she has been subject to any such discrimination is encouraged to report the matter, using the complaint procedure outlined below. Any employee who violates this policy may be subject to disciplinary action up to and including discharge.
Policy Against Retaliation
It is also a violation of Company policy and it is unlawful to retaliate against an employee for complaining about harassment or discrimination or for cooperating in any investigation of a complaint of sexual harassment or discrimination. Any such retaliation may also result in disciplinary action up to and including discharge.

 
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U.S. District Court Eastern District of New York (Brooklyn) CIVIL DOCKET FOR CASE #: 1:05-cv-04579-SJF-RLM

CLOSED

Equal Employment Opportunity Commission v. Polar Air Cargo, Date Filed: 09/28/2005

Inc.

Date Terminated: 06/15/2006

Assigned to: Judge Sandra J. Feuerstein

Jury Demand: Plaintiff

Referred to: Magistrate-Judge Roanne L. Mann

Nature of Suit: 442 Civil Rights: Jobs

Cause: 42:2000e Job Discrimination (Employment)

Jurisdiction: U.S. Government Plaintiff

Plaintiff
Equal Employment Opportunity Commission

represented by Michael J. O'Brien EEOC 33 Whitehall Street 5th floor New York, NY 10004 212-336-3694 Fax: 212-336-3623 Email: michael.Obrien@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED

V. Defendant Polar Air Cargo, Inc.

represented by Mark R. Somerstein Ropes & Gray LLP 45 Rockerfeller Plaza New York, NY 10111 212-841-5700 Fax: 212-841-5725 Email: msomerstein@ropesgray.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Michele Cerezo-Natal Ropes & Gray LLP 45 Rockefeller Plaza New York, NY 10111 212-841-5700 Fax: 212-841-5725 Email: mnatal@ropesgray.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Robert W. Schumacher, II

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Kelley, Drye & Warren, LLP 101 Park Avenue New York, NY 10178 212-808-7800 Fax: 212-808-7897 Email: rschumacher@kelleydrye.com TERMINATED: 03/23/2006 ATTORNEY TO BE NOTICED

Date Filed 09/28/2005 09/28/2005 01/23/2006 01/23/2006 02/07/2006
02/28/2006 02/28/2006 03/23/2006
04/04/2006
06/05/2006 06/15/2006

#

Docket Text

1 COMPLAINT against Polar Air Cargo, Inc., filed by Equal Employment Opportunity Commission. (Attachments: # 1 Civil Cover Sheet)(Bowens, Priscilla) (Entered: 09/28/2005)
Summons Issued as to Polar Air Cargo, Inc.. (Bowens, Priscilla) (Entered: 09/28/2005)
2 CERTIFICATE of Counsel Rule 7.1 Statement by Robert W. Schumacher, II on behalf of Polar Air Cargo, Inc.. (Schumacher, Robert) (Entered: 01/23/2006)
3 ANSWER to Complaint by Polar Air Cargo, Inc..(Schumacher, Robert) (Entered: 01/23/2006)
4 NOTICE of Hearing: Status Conference set for 2/20/2006 at 11:30 AM before Judge Sandra J. Feuerstein a the Brooklyn Courthouse. Plt. pro se or plft.'s counsel is directed to serve a copy of this notice on all parties. (Permaul, Jenny) (Entered: 02/07/2006)
5 STIPULATION to Substitute Counsel by Polar Air Cargo, Inc.. (Cerezo-Natal, Michele) (Entered: 02/28/2006)
6 Minute Entry: Status Conference held before Judge Sandra J. Feuerstein on 2/28/2006. Case called. Further conference scheduled for 4/4/06 at 9:30 a.m. (Black, Amanda) (Entered: 03/08/2006)
7 Attorney Mark R. Somerstein for Polar Air Cargo, Inc., Michele Cerezo-Natal for Polar Air Cargo, Inc. added. Attorney Robert W. Schumacher, II terminated.Ordered by Judge Sandra J. Feuerstein on 3/23/06. (Black, Amanda) . (Entered: 03/31/2006)
8 Minute Entry: Status Conference held before Judge Sandra J. Feuerstein on 4/4/2006. Case called. The Clerk is directed to place this action on the bankruptcy suspense calendar pending the outcome of the Southern District of Florida bankruptcy proceeding. (Black, Amanda) (Entered: 04/19/2006)
9 MOTION for Settlement VIA CONSENT DECREE, FOR COURT'S APPROVAL AND SIGNATURE, by Equal Employment Opportunity Commission. (O'Brien, Michael) (Entered: 06/05/2006)
10 Letter dated 6/5/06 from Michael J. O'Brien to Judge Feuerstein submitting a copy of the proposed consent decree. (enclosures not attached) (Fernandez,

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06/15/2006

Erica) (Entered: 06/15/2006)
11 CONSENT DECREE. Ordered by Judge Sandra J. Feuerstein on 6/6/06. (Black, Amanda) (Entered: 06/15/2006)

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