IN TIlE UNITED STATES DISTRICT COURT

FOR THE NORTHERN DISTRICT m'ILUNOIS

EASTERN DIVISION

EQUAL EMPLOYMENT OPPORTUNITY )

MIBM"l!L W: DOIBINS
. . ., U.I.1IIfIII" 61!1U"

COMMISSION,

Plaintiff,

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05C 5658

) Civil Action No. JUDGE FILIP

v.

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COMPLAINT

EXELON GENERATION CO. LLC

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MAGIST~ATE JUDGf ,\SH:viAN

(Braidwood Nuclear Power Station),

)

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JURY TRIAL DEMAND

Defendant.

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NATURE OF THE ACTION This is an action under Title I of the Americans with Disabilities Act of 1990 ("ADA") and Title [ of the Civil Rights Act of 1991 to correct unlawful employment practices on the basis of disahility and to provide appropriate relief to Lawrence Pincombe ("Pincombe"), who was adver~ely affected by slich practices. Defendant Exelon Generation Company LLC (f/k/a Commonwealth Edison Company, Nuclear Division) Braidwood Nuclear Power Station (hereafter, "Exc1on") discriminated against Pincombc on the basis of his disability by refusing to permit him to work overtilue, thus causing him a material and tangible loss of benefits.
JURISDICTION AND VENUE 1. Jurisdiction of this Court is invoked pursuant to 28 U.S.c. §§ 451, [331. 1337, 1343, and 1345. This action is authorized and instituted pursuant to Section 107(a) of the ADA, 42 U.S.C. § 12117(a), which incorporates hy reference Sections 706(f)(l) and (3) of Title VII of the Civil Rights Act of 1964, ("Titlc YU"), 42 U.S.c. § 2000e-5(1)( [) and (3), and Section 102 of the Civil RightsActofl991,42 U.S.c. § 19R1a.

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2. The employment practices hereafter alleged to he unlawful were and are now being committed witbin the jurisdiction of the United States District Court for the Northern Districl of Illinois.
PARTlES 3. Plaintiff Equal Employment Opportunity Commission (thtl "Commission") is the agency of the United States of America charged with the administration, interpretation and enforctll11cnt of Title J of the ADA and is expressly authorized to bring this action by Section 107(a) oflhe ADA, 42 U.S.c. § I2117(a), which incorporates by reterence Sections 706(f)( I) and (3) ofTitic VII, 42 U.S.c. § 2000e-5(f)(1) and (3). 4. At all relevant tiwes, Defendant Exelon Generation Company Ltc has continuously been and is now a Pennsylvania limited liability eonlpany doing business in the Stattl of Illinois and has continuously had and docs now have at least fifteen (15) employees. 5. At all relevant times, Defendant Exelon Generation Company LLC has continuously been and is now an employer engaged in an industry affecting commerce wilhin the weaning of Section 101(5) of the ADA, 42 U.S.c. § 12111(5), which incorporates by reference Sections 7Ul(g) and (h) ofTitlc VIJ, 42 U.s.C. §§ 2000e(g) and (h). 6. At all relevant times, Defendant Exelon Generation Company LLC has been a covered entity under Section 101(2) of the ADA, 42 U.S.c. § 12111(2).
STATEMENT OF CLA1MS 7. More than thirty (30) days prior to the institution of this lawsuit, Lawrence Pincol11be filed a charge with the COlllmission alleging violations of Title Jof the ADA by COllll11onwealth Edison, whose successor is Exelon Generation COl11pany LLC.. All conditions

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precedcnt to the institution of this lawsuit have heen fulfilled. 8. Since at least March, 2000, Exelon Generation Company LLC has engaged in
unlawful employment practices at the Braidwood Nuclear Power Station in Illinois in violation of Title J of the ADA, 42lJ.S.C. § 121 12(a), (b)(I), and (b)(3)(A). These practices include, but are not limited to, retlising to permit Pincombe to work overtime, on the basis of his disability, which caused him a material and tangible loss of benefits.
9. Tbe effect of the practices complained of above has been to deprive Pineombe of equal employment opportunities and otherwise adversely afteet his status as an employee because orhis status as a disabled person in violation ofTit\c I of the ADA, 42 U.S.c. § 12112.
10. The unlawful employment practices complained of above in Paragraph 8 above were intentional.
11. The unlawful employment practices complained of above in Paragraph 8 wcre done with malice andlor reckless indifference to the federally protected rights ofPincombc.
PRAYER FOR RELIEF WHEREFORE, (he Commission respectfully prays (ha( this Court: A. Grant a permanent injunction enjoining Exelon Generation Company LLC, its officers, successors, assigns, and all pcrsons in active concert or participation with it, from engaging in any employment practice which discriminates on the basis of disability; B. Order Exclon Generation Company LLC to institute and carry out policies, practices, and programs which provide equal employment opportunities for quali Iled individuals with disabilities, and which eradicate the effects ofib past and present unlawful employment practices;

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C. Order ExeIon Generation Company LLC to make whole Pincombc by providing appropriate back pay with pre-judgment interest, in amounts to be proved at trial, and other affirmative relief necessary to eradicate the effects of its unlawful employment practices;
n. Order Exelon Generation Company LLC to make whole Pineombe by providing
compensation for past and future pecuniary losses resulting from its unlawful employn1cnt practices, in amounts to be detennined at trial;
E. Order Exelon Generation Company LLC to make whole Pinconlbe by providing compensation for non-pecuniary losses, including emotional pain, suffering, loss of enjoyment of Ii rc and humiliation, in amounts to be determined at trial;
F. Order Exelon Generation Company LLC to pay Pineombe punitive damages for its maliciOlls amVor reckless conduct, in an amount to be determined at trial;
G. Order Exelon Generation Company LLC and its successors to provide training to its officers, managers and employees on appropriate conduct in regard to employees who are disabled;
II. Grant such further relief as the COUli deems necessary and proper; and L Grant the Commission its costs in this action.
JURY TRIAL DEMAND The Commission requests a jury trial on all issues of fact raised by its Complaint.

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Respectfully submitted,
JAMES 1. LEE Deputy General Counsel
EQUAL E PLOYMENT OPPORTUNITY MISSION .W
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fJ.'i.~~'---'.--- - - . - - - - -
iane 1. Smason Supervisory Trial Attorney
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
500 West Madison Street, Suite 2800 Chicago, lllinois 60661 (312) 353-7526

 
 IN THE UNITED STATES DISTRICT COURT FOR THE NORTHERN DISTRICT OF ILLINOIS
EASTERN DIVISION

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,
Plaintiff,
v.
EXELON GENERATION CO. LLC (Braidwood Nuclear Power Station),
Defendant.

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) Case No. OS L '51c 5'0

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Judge }~l up

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CONSENT DECREE

THE LITIGATION

1. Plaintiff Equal Employment Opportunity Commission ("EEOC") filed this action alleging that Defendant Exelon Generation Company LLC (flkla Commonwealth Edison Company, Nuclear Division) Braidwood Nuclear Power Station (hereafter "Defendant") violated Title I of the Americans with Disabilities Act of 1990 (the "ADA"), 42 U.S.c. § 12101 et seq., by denying Charging Party Lawrence Pincombe ("Pincombe") overtime work due to his disability.
2. In order to resolve this matter, and as a result of having engaged in comprehensive settlement negotiations, the parties have agreed that this action shall be finally resolved by entry of this Consent Decree (hereafter "Decree"). This Decree fully and finally resolves any and all issues and claims arising out of the Complaint filed by EEOC. This Decree is not an admission by Defendant ofa violation of the Americans with Disabilities Act or of any

Error! Unknown document property name.

wrongdoing. Nothing in this Consent Decree shall be deemed to constitute an admission by either party with respect to the claims or defenses of the other.
FINDINGS 3. Having carefully examined the tenns and provisions of this Decree, and based on the pleadings, record, and stipulations of the parties, the Court finds the following:
a. This Court has jurisdiction of the subject matter of this action and of the parties.
b. The tenns of this Decree are adequate, fair, reasonable, equitable, and just. The rights of EEOC, Defendant, the Charging Party and the public interest are adequately protected by this Decree.
c. This Decree conforms with the Federal Rules of Civil Procedure and the ADA and is not in derogation of the rights or privileges of any person. The entry of this Decree will further the objectives of the ADA and will be in the best interests of the parties, the claimant, and the public.
NOW, THEREFORE, IT IS ORDERED, ADJUDGED AND DECREED THAT: INJUNCTION AGAINST DISABILITY DISCRIMINATION
4. Defendant and its owners, officers, agents, management (including supervisory employees), successors and assigns, and all those in active concert or participation with them are hereby enjoined from discriminating against Defendant's employees in violation of the Americans with Disabilities Act.

NON-RETALIAnON 5. Defendant, its owners, officers, agents, employees, successors, assigns and all persons acting in concert with them shall not engage in any form of retaliation against any person because such person has opposed any practice made unlawful under the ADA, filed a Charge of Discrimination under the ADA, or testified or participated in any manner in any investigation, proceeding, or hearing under the ADA.
SEVERANCE AGREEMENT 6. Defendant and Pincombe have contemporaneously entered into a severance agreement whereby Pincombe will have ceased his employment with Defendant as of September 16, 2005, and Defendant will pay him $ 38,918.88, as a lump sum severance payment, minus lawful deductions and subject to execution of an agreement containing the provisions mutually agreed to by Pincombe and Exelon. Neither Pincombe and Defendant's entering into said severance agreement nor Pincombe's cessation of employment has been made a condition of this Consent Decree by any party, and entry into said severance agreement and the cessation of said employment is entirely voluntary and reflects the personal desire and specific request of Pincombe to cease his employment with Defendant.
MONETARY RELIEF 7. In addition to the lump sum severance payment provided for by the severance agreement detailed in Paragraph 6, Defendant shall pay $40,000 to Larry Pincombe as damages, provided Defendant receives a release as attached as Exhibit A hereto. No withholdings shall be made from this amount. Such payment shaH be reported to the IRS on a Form 1099.

8. Upon entry of this Consent Decree, EEOC shall mail to Pincombe a Release Agreement in the form attached hereto as Exhibit A. Pincombe will execute and return the Release Agreement to EEOC, who will then send it to Defendant. Within five (5) days of Defendant's counsel's receipt of an executed Release Agreement, Defendant shall mail to Pincombe's home address checks for the amounts listed above in Paragraphs 6 and 7, made payable to Lawrence Pincombe. Defendant shall also mail a copy of such checks to EEOC at the address set forth in Paragraph 23, below.
POSTING OF NOTICE 9. Within ten (10) business days after entry of this Decree, Defendant shall post copies of the Notice attached as Exhibit B to this Decree on the bulletin boards usually used by Defendant for communicating with its employees at the Braidwood Nuclear Power Station. The Notice shall remain posted for two (2) years from the date of entry of this Decree. Defendant shall take all reasonable steps to ensure that the posting is not altered, defaced or covered by any other material. Defendant shall certify to EEOC in writing within ten (10) business days after entry of the Decree that the Notice has been properly posted. Defendant shall permit a representative of EEOC to enter its premises for purposes of verifying compliance with this Paragraph at any time during normal business hours without prior notice.
RECORD KEEPING 10. Defendant shall maintain and make available for inspection and copying by EEOC records (inch,lding names, social security numbers, addresses, and telephone numbers) of each of Defendant's employees who complain of disability discrimination at the Braidwood facility. With respect to complaints of disability discrimination, such report shall indicate the

date the complaint was made, who made it, what was alleged, and what actions were taken to resolve the matter.
II. Defendant shall make all documents or records referred to in Paragraph 10 above available for inspection and copying within ten (10) business days after EEOC so requests. In addition, Defendant shall require supervisory personnel within its employ whom EEOC requests for purposes of verifYing compliance with this Decree to cooperate with EEOC and to be interviewed and shall encourage non-supervisory employees within its employ whom EEOC requests for purposes of verifYing compliance with this Decree to cooperate with EEOC and to be interviewed.
REPORTING
12. Defendant shall furnish to EEOC the following written reports every six (6) months for a period of two (2) years following entry of this Decree. The first report shall be due six (6) months after entry of the Decree. Each such report shall contain:
a. A summary of the information recorded by Defendant pursuant to Paragraph 10;
b. A certification by Defendant that the Notice required to be posted pursuant to Paragraph 9 remained posted during the entire six (6) month period preceding the report; and
c. A list of Defendant's employees who have received the training required pursuant to Paragraph 14 below and the dates on which they received such training.
ADOPTION AND DISTRIBUTION OF POLICY AGAINST DISABILITY DISCRIMINATION
13. Defendant shall adopt and distribute, consistent with its normal practices, to all current and future employees at the Braidwood Nuclear Power Station a policy against disability

discrimination within thirty (30) days after the entry of this Consent Decree which shall, at a minimum, include the terms summarized in subparagraphs (a) through (g) below:
(a) Specific prohibition of all discrimination on the basis of disability against Defendant's employees.
(b) Inform Defendant's employees that they are entitled to a reasonable accommodation of their disability in accordance with the terms ofthe ADA.
(c) Inform Defendant's employees that (I) complaints of disability discrimination, whether formal or informal, written or oral, may be made directly to any Department Head or human resources personnel; (2) complaints of disability discrimination can also be made to the Corporate Ethics Hotline (currently at 800-233-8442) or other designated official identified by position and telephone number; (3) the complaining employee is not required to complain to any person to whom it believes is responsible for the discrimination; (4) all supervisors and managers who become aware of disability discrimination, either through a complaint or otherwise, have an obligation to report such information to human resources personnel.
(d) Inform Defendant's employees that all complaints of disability discrimination will be investigated thoroughly and promptly and provide that employees who violate the policy are subject to discipline up to and including discharge. Provide that the employer will protect the confidentiality of discrimination complaints to the extent possible.
(e) Provide that employees who make complaints of harassment and/or discrimination or provide information related to such complaints will be protected against retaliation.
(f) Provide that, in determining whether an employee is eligible for overtime or promotion, Defendant shall consider the employee's actual physical or mental condition(s),

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rather than solely the employee's restrictions (whether temporary or permanent), and shall conduct an individualized assessment of each employee, taking into consideration the employee's private physicians' opinions and recommendations.
(g) Provide that, in determining whether an employee should be provided a reasonable accommodation and the nature of the accommodation, Defendant shall conduct an individualized assessment of each employee, taking into consideration the employee's private physicians' opinions and recommendations.
Defendant shall forward a copy of the Policy to EEOC within thirty (30) business days after entry of this Decree_ Within ten (10) business days of distributing the Policy, Defendant shall certify in writing that they distributed the policy to all of its employees. The inclusion of Paragraph 13 in the Decree does not mean that EEOC or the Court approves of Defendant's policy against disability discrimination.
TRAINING 14. Defendant shall implement a training program regarding disability discrimination and the ADA, which shall be in effect for at least the two (2) year period of this Consent Decree and shall be conducted in accordance with subsections (a) through (c) below: (a) All of Defendant's Braidwood management, supervisory, Human Resources and Occupational Health Services (OHS) employees, and all medical personnel (whether or not employed by Defendant) who are involved in the reasonable accommodation process, evaluating or determining an employee's work restrictions, and/or determining whether an employee's physical or mental conditions are temporary or permanent (so as to permit qualification for overtime work or promotion), shall participate in mandatory training regarding disability discrimination and the ADA, including the Act's confidentiality provisions, with such training

sessions to begin within sixty (60) days and to be completed within three hundred (300) days after entry of this Decree. The training may differ depending upon the trainee's position, with the expectation that training will be more detailed for Human Resources, OHS and medical personnel than for managers and supervisors.
(b) The training shall include, but not be limited to, a detailed discussion regarding disability discrimination and reasonable accommodation, including: (1 )the process for determining whether an employee is eligible for overtime or promotion, which shall consider the employee's actual physical or mental condition(s), rather than solely the employee's restrictions (whether temporary or permanent), and shall include an individualized assessment of each employee, taking into consideration the employee's private physicians' opinions and recommendations; and (2) the process for determining whether an employee should be provided a reasonable accommodation and the nature of the accommodation, which shall include an individualized assessment of each employee, taking into consideration the employee's private physicians' opinions and recommendations.
(c) Defendant shall provide comparable training to any new employees or medical personnel, as described above, who begin working at or for Defendant's Braidwood facility after the training sessions have taken place within ninety (90) days of the beginning of their work for Defendant.
15. Defendant will undertake the training at its own expense and will advise EEOC of the identity of its traiper in advance and provide training materials upon request. Defendant presently anticipates that training will be conducted by Exelon Corporation's Legal Department. Should Defendant wish to use any trainer other than Exelon Corporation's Legal Department, Defendant shall obtain EEOC's approval of such proposed trainer prior to the training session.

Defendant shall submit the name, address, telephone number, resume and training proposal of the proposed trainer to EEOC at least fifteen (15) days prior to the proposed date(s) of the training. EEOC shall have five (5) calendar days from the date of receipt of the information described above to accept or reject the proposed trainer. In the event EEOC does not approve Defendant's designated trainer, Defendant shall have five (5) calendar days to identify an alternate trainer. EEOC shall have five (5) calendar days from the date of receipt of the information described above to accept or reject the alternate trainer. Ifthe parties cannot through this process agree on a trainer, then they may seek the Court's assistance under Paragraph 19.
16. Defendant shall certify to EEOC in writing within ten (10) business days after the training has occurred that the training has taken place and that the required personnel have attended. Such certification shall include: (i) the date, location and duration of the training; and (ii) a copy of the registry of attendance, which shall include the name and position of each person in attendance.
17. Defendant shall also provide EEOC with any and all copies of pamphlets, brochures, outlines or other written material(s) provided to the participants of the training session(s).
MEDICAL RECORDS 18. Defendant recognizes the confidential nature of employee medical records and the need to protect its employees' medical records and information from improper use or disclosure. Defendant will therefore maintain the confidentiality of information about its employees' medical conditions or histories in accordance with the ADA. Nothing in this paragraph shall be interpreted to prohibit Defendant from adopting reasonable medical confidentiality policies and

practices to comply with law, including the federal Health Insurance Portability and Accountability Act and similar state laws.
DISPUTE RESOLUTION 19. In the event that either party to this Decree believes that the other party has failed to comply with any provision(s) of the Decree, the complaining party shall notify the other party of the alleged non-compliance and shall afford the alleged non-complying party twenty (20) business days to remedy the non-compliance or to satisfy the complaining party that the alleged non-complying party has complied. If the alleged non-complying party has not remedied the alleged non-compliance or satisfied the complaining party that it has complied within twenty (20) business days, the complaining party may apply to the Court for appropriate relief.
DURATION OF THE DECREE AND RETENTION OF JURISDICTION 20. Unless otherwise noted, all provisions of this Decree shall be in effect (and the Court will retain jurisdiction of this matter to enforce this Decree) for a period of two (2) years immediately following entry of the Decree, provided, however, that if, at the end of the two (2) year period, any disputes under Paragraph 19, above, remain unresolved, the term ofthe Decree shall be automatically extended (and the Court will retain jurisdiction ofthis matter to enforce the Decree) until such time as all such disputes have been resolved.
MISCELLANEOUS PROVISIONS 21. Each party to this Decree shall bear its own expenses and costs. EEOC and Defendant shall bear its own attorneys' fees. 22. This Consent Decree also completely resolves Charge of Discrimination No. 2\0-2003-33667, filed by Pincombe on or about June 30, 2003, against Commonwealth Edison Company/Exelon Corporation and extinguishes any all claims of Pincombe and EEOC

arising from or related to that Charge and the matters alleged therein, as to which Pincombe shall be deemed to have received complete accord and satisfaction; provided, further, said Charge shall not constitute a basis for any further legal action or proceeding by EEOC against Commonwealth Edison Company or Exelon Corporation.
23. The terms of this Decree are and shall be binding upon the present and future representatives, agents, directors, officers, assigns, and successors of Defendant in their capacities as representatives, agents, directors and officers of Defendant, and not in their individual capacities.
24. When this Decree requires the submission by Defendant of reports, certifications, notices, or other materials to EEOC, they shall be mailed to: Exelon ADA Settlement, Equal Employment Opportunity Commission, 500 W. Madison Street, Suite 2800, Chicago, Illinois, 60661. When this Decree requires submission by EEOC of materials to Defendant, they shall be mailed to: Susan H. Rider, Associate General Counsel for Labor and Employment, Exelon Business Services Company, 10 S. Dearborn, 35th Floor, Chicago, IL 60603.

For the EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 1801 L Street, N.W. Washington, D.C. 20507
JAMES L. LEE Deputy General Counsel
GWEN DOLYN YOUNG REAMS Associate General Counsel

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Diane 1. Smason Supervisory Trial Attorney

For Defendant EXELON GENERATION COMPANY LLC And COMMONWEALTH EDISON lOS. Dearborn, 35 th Floor
c~
S n H. Rider Associate General Counsel for Labor and Employment
ENTER

at r Judge
Date:

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EXHIBIT A RELEASE AGREEMENT I, Lawrence Pincombe, for and in consideration of the sum of $40,000 payable to me pursuant to the terms of the Consent Decree entered by the Court in EEOC v. Exelon Generation Company LLC (Braidwood Nuclear Power Station), (N.D. Ill.), on behalf of myself, my heirs, assigns, executors, and agents, do hereby forever release, waive, remise, acquit, and discharge Exelon Generation Company LLC (Braidwood Nuclear Power Station) ("Defendant"), and all past and present shareholders, officers, agents, employees, and representatives of Defendant, as well as all successors and assignees of Defendant, from any and all claims and causes of action of any kind which I now have or ever have had under the Americans with Disabilities Act of 1990,42 U.S.c. § 12101 et seq., as a result of or arising from the subject matter and claims which were or which could have been asserted in EEOC v. Exelon Generation Company LLC (Braidwood Nuclear Power Station), (N.D. Ill.). I understand that nothing in this Release Agreement or in the Consent Decree is an admission of a violation of the Americans with Disabilities Act or of wrongdoing by Defendant.

Date

Signature

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EXHIBITB

NOTICE TO ALL DEFENDANT'S EMPLOYEES

This Notice is being posted pursuant to a Consent Decree entered by the federal court in EEOC v. Exelon Generation Company LLC (Braidwood Nuclear Power Station), Case No. _ _ _.,,-.' resolving a lawsuit filed by the U.S. Equal Employment Opportunity Commission ("EEOC") against Exelon Generation Company LLC (Braidwood Nuclear Power Station) ("Defendant").

In its suit, EEOC alleged that Defendant violated the Americans with Disabilities Act ("ADA") by denying an employee overtime work due to his disability.

To resolve the case, Defendant and EEOC have entered into a Consent Decree which provides appropriate reliefto the employee and, among other things, that:

I) Defendant will not discriminate against any employee on the basis of that employee's disability in accordance with the terms of the ADA;

2) Defendant will not retaliate against any person because (s)he opposed any practice made unlawful by the ADA, filed an ADA charge of discrimination or participated in any ADA proceeding; and

3) Defendant will distribute to all of its employees a policy against disability discrimination and will provide training regarding disability discrimination and its policy against disability discrimination to its managerial, supervisory, Human Resources and OHS employees, and all medical personnel.

The EEOC enforces the federal laws against discrimination in employment on the basis of race, color, religion, national origin, sex, age or disability. If you believe you have been discriminated against, you may contact EEOC at (312) 353-8\95. EEOC charges no fees and has a TTD number.

THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE

This Notice must remain posted for two years from the date below and must not be altered, defaced of covered by any other material. Any questions about this Notice or compliance with its terms may be directed to: Exelon Settlement, EEOC, 500 West Madison Street, Suite 2800, Chicago, IL 60661.

at r, zO().S'"

Date

t Court Judge

 
 CM/ECF LIVE, Ver 3.0 - U.S. District Court, Northern Illinois - Docket... https://ecf.ilnd.uscourts.gov/cgi-bin/DktRpt.pl?128124591468791-L_35...
ASHMAN, CLOSED
United States District Court Northern District of Illinois - CM/ECF LIVE, Ver 3.0 (Chicago)
CIVIL DOCKET FOR CASE #: 1:05-cv-05658

Equal Employment Opportunity Commission v. Exelon Generation Co., LLC Assigned to: Honorable Mark Filip Cause: 28:451 Employment Discrimination

Date Filed: 09/30/2005 Date Terminated: 10/05/2005 Jury Demand: Plaintiff Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff

Plaintiff
Equal Employment Opportunity Commission

represented by Diane Ilene Smason United States Equal Employment Opportunity Commission 500 West Madison Street Suite 2800 Chicago, IL 60661 (312) 353-7568 Email: diane.smason@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED

AUSA United States Attorney's Office (NDIL) 219 South Dearborn Street Suite 500 Chicago, IL 60604 (312) 353-5300 Email: USAILN.ECFAUSA@usdoj.gov ATTORNEY TO BE NOTICED

John C. Hendrickson United States Equal Employment Opportunity Commission 500 West Madison Street Suite 2800 Chicago, IL 60661 (312) 353-8551 Fax: (312) 353-8555 Email: john.hendrickson@eeoc.gov ATTORNEY TO BE NOTICED

V. Defendant

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Exelon Generation Co., LLC (Braidwood Nuclear Power Station)

represented by Susan Helene Rider Exelon Business Services Company P.O. Box 805379 10 South Dearborn, 49th Floor Chicago, IL 60603-5379 (312) 394-4970 Email: susan.rider@exeloncorp.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Jennifer M. McMahon Exelon Business Services Company 10 South Dearborn P.O. Box 805379 35th Floor Chicago, IL 60603-5379 (312)394-4970 Fax: (312) 394-4895 Email: jennifer.mcmahon@exeloncorp.com ATTORNEY TO BE NOTICED

Date Filed 09/30/2005 09/30/2005 09/30/2005
09/30/2005 09/30/2005
10/04/2005 10/05/2005
10/05/2005
10/05/2005

#

Docket Text

1 COMPLAINT filed by Equal Employment Opportunity Commission; Jury Demand.(mb, ) (Entered: 10/03/2005)
2 CIVIL Cover Sheet (mb, ) (Entered: 10/03/2005)
3 ATTORNEY Appearance for Plaintiff Equal Employment Opportunity Commission by John C. Hendrickson, Diane Ilene Smason (mb, ) (Entered: 10/03/2005)
4 JOINT MOTION for entry of consent decree (amb, ) (Entered: 10/03/2005)
5 NOTICE of Motion by all parties for presentment of motion for entry consent decree4 before Honorable Mark Filip on 10/5/2005 at 09:30 AM. (amb, ) (Entered: 10/03/2005)
6 ATTORNEY Appearance for Defendant Exelon Generation Co., LLC by Jennifer M. McMahon, Susan Helene Rider (rmm, ) (Entered: 10/05/2005)
7 WAIVER OF SERVICE returned executed by Equal Employment Opportunity Commission. Exelon Generation Co., LLC waiver sent on 10/3/2005, answer due 12/2/2005. (Smason, Diane) (Entered: 10/05/2005)
8 MINUTE entry before Judge Mark Filip : Joint Motion for entry of Consent Decree 4 is granted. Enter Consent Decree. Civil case terminated. Mailed notice (rmm, ) (Entered: 10/07/2005)
9 CONSENT Decree Signed by Judge Mark Filip on 10/5/2005:Mailed notice(rmm, ) (Entered: 10/07/2005)

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