IN THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF NEW MEXICO

EQUAL EMPLOYMDIT OPPORTUI\ITY

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COMMISSION,

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Plaintiff.

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v.

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MiDTOWN HOSPITALITY, LLC dib!a

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AMERISlJlTES B't' PRIME

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Defendant.

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tN-06-0860 JH
COMPLAINT JURY TRIAL DEMANDED

NATt;RE OF TilE ACTION

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

Pregnancy Discrimination Act of 1978 and Title I of the Civil Rights Aet of 1991 to correct

unlawful cmployment practices on the basis of sex, female (pregnancy) and to provide

appropriate relief to .lenec Noriega who \\'as adversely alTected by such practices. The

Commission alleges that Defendant discharged .lenee Noriega from employment because of her

sex, female and pregnancy.

JURISDICTIO,," AND VENUE

1. 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(f)( I) and(3) of

Title VII of the Civil Rights Act of 1964, as amended 42 U.S.c. § 2000c-5(1)( I) and (3) ("Title

VII") allli Section 102 of the Civil Rights Act of 1991, 42 U.S.c. § 1981 a.

1. The empIO}111ent practices alleged to he unlawful were committcd within the

jurisdiction of the United States District Court for the District of New Mexico.

\

PARTIES 3. Plaintiff, the Equal Employment Opportunity Commission (the "Commission"), 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 Section 706(1)(1) and (3) ofTitle VII, 42 U.S.c. § 2000c-5(1)( I) and (3). 4. At all relevant times. Defendant Midtown Hospitality, LLC d/b/a AmeriSuites by Prime (the "Employer") has continuously been a :-Jew Mexico corporation doing business in the State of New :v1cxico and thc City of Albuquerquc, and has continuously had at least 15 cmployees. 5. At all relevant times, Dcfcndant Employer has continuously becn an employer engaged in an industry affecting commerce within the meaning of Sections 70 1(b), (g) and (h) of Title VII, 42 U.S.c. §§ 2000e(b). (g) and (h).
STATEMENT OF CLAIMS 6. More than thirty days prior to the institution of this lawsuit, lence Noricga filed a charge with the Commission alleging violations of Title VII by Dcfendant. All conditions precedent to the institution of this lawsuit have been fulfilled. 7. Since at least Dccember, 2005, Defendant has cngaged in unlawful cmployment practices at its Albuquerquc, New :v1cxico facility, in violation of Sections 70 I (k) and 703(a) of Title VII, 42 U.S.c. §§ 2000e-(k) and 2000e-2(a). The unlawful employmcnt practices include discharging lenee Noricga bccausc of her sex, female, and pregnancy. 8. The unlawful cmploymcnt practices complained of in paragraph 7 above were
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.,
intentional. 9. The unlawful employment practices complained of in paragraph 7 above were
done with malice and/or reckless indifference to the federally protected rights of Jcnee Noriega. PRA YER FOR RELIEF
Wherefore, the Commission respectfully requests that this Court: A. Grant a pcnnanent injunction enjoining Defendant, its officers, successors, assigns, and all persons in active cone en or participation with it, from engaging in any employment practices which deny employment opportunities to persons on the hasis of sex or pregnancy, including terminating employees because of their sex or pregnancy and any other employment practice which discriminates on the basis of sex or pregnancy. B. Order Defendant to institute and carry out policies, practices and programs which provide equal employment opponunities for pregnant women, and which eradicate the effects of its past and present unlaw/ill employment practices. C. Order Defendant to make whole lenee ~oriega hy providing appropriate back pay with prejudgment interest, in amounts to be determined at trial, and other affirmative relief necessary to eradicate the effects of its unlawful employment practices, including, hut not limited to, rightful-place hiring or front pay for Jenee Noriega. D. Order Defendant to make whole Jcnee Noriega by providing compensation for past and future pecuniary losses resulting from the unlawful emplo}~nent practices described in Paragraph 7 above, including job search expenses, in amounts to be determined at trial. E. Order Defendant to make whole Jcnee Noriega who was adversely affected by the unlawful employment practices described above, hy providing compensation for past and future
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I nonpecuniary losses. including but not limited to, emotional pain, suffering, inconvenience, mental anguish, loss of enjoyment of life. and other nonpecuniary losses, in amounts to be detennined at trial.
F. Order Defendant to pay lenec Noriega punitive damages for its malicious and/or reckless conduct described in paragraph 7 above, in an amount to he determined at trial.
G. Grant stich further relief as the COlili deems necessary and proper in the public interest.
H. Award the Commission its costs in this action. JURY TRIAL DEMANDED
The Commission requests a j ury trial on all questions of fact raised by its Complaint.
DATED this .l".":!J:.L,+i1la\ y of September, 2006.
Respectfully submitted, RONALD S. COOPER General Counsel JAMES L. LEE Deputy General Counsel GWENDOLYN YOUNG REAMS Associate General Counsel EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 180 I L Street, NW
~ iOA.. MARY 10 O'NEILL
Regional Attorney
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i . ,~

~Q
SALLY C. SHANLEY Supervisory Trial Attorney
EQUAL EMPLOYMEI':T OPPORTUNITY COMMISSION Phoenix District Office 3300 N. Ccntral Ave. Suite 690
VERONICA A. MOLINA Trial Attorney
LORETTA MEDINA Senior Trial Attorney
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Albuqucrque Area Offiee 505 Marquette NW. Suite 900 Alhuquerque, l'\ew Mexieo 87102 (505) 248-5231
Attorneys for Plaintiff

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 IN THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF NEW MEXICO

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,
Plaintiff,
v.
MIDTOWN HOSPITALITY, LLC d/b/a AMERISUITES,
Defendant.

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)

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CONSENT DECREE

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CIV-06-860 JH/ACT

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The United States Equal Employment Opportunity Commission (the “Commission” or “EEOC”) filed this action against Midtown Hospitality, LLC d/b/a Amerisuites (“Defendant”), to enforce Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978 and the Civil Rights Act of 1991, 42 U.S.C. § 1981a. In the Complaint, the Commission alleged Defendant discharged Jenee Noriega (“Charging Party”) from employment because of her sex, female, and pregnancy.
Defendant denies Plaintiff’s allegations and specifically denies that it discriminated against Charging Party or any individual on the basis of sex or pregnancy, or engaged in any other action made unlawful by the reference statutes.
The parties do not object to the jurisdiction of the Court over this action and waive their rights to a hearing and the entry of findings of fact and conclusions of law. This Consent Decree does not constitute and shall not be construed as an admission by Defendant of liability or any violation of any law or legal standard. This decree does not constitute an adjudication on the merits of the allegations of the complaint.

It is hereby ORDERED, ADJUDGED AND DECREED: 1. This decree resolves all claims asserted by the Commission against Defendant, its current and former members, employees, principals, agents and related entities, including without limitation Fine Hospitality, LLC, and all claims the Commission could have asserted against them in this action. The Claims resolved include all claims for discrimination, harassment, retaliation, back pay, front pay, compensatory and punitive damages, interest, injunctive relief, attorney’s fees and costs arising from or related to Charging Party’s employment or termination of employment by Defendant or the issues raised in this lawsuit or Charging Party’s underlying charge of discrimination.
INJUNCTION 2. Defendant, its managers, agents, officers, employees, successors and assigns and all persons in active concert or participation with it, are enjoined for the duration of the decree from discriminating against any employee because of her sex, including pregnancy. This injunction will remain in effect for the duration of the decree at any facility operated by Defendant as of the execution by the parties of this Consent Decree. In addition, Defendant, its managers, agents, officers, employees, successors and assigns and all persons in active concert or participation with it, are enjoined for the duration of the decree from retaliating against any employee who: (a) opposes practices made unlawful by Title VII or a state equal employment opportunity statute; (b) makes a charge of discrimination or assists or participates in an investigation or proceeding under Title VII or a state equal employment opportunity statute; or (c) files an internal complaint of discrimination. This injunction will remain in effect for the
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duration of the decree at any facility operated by Defendant as of the execution by the parties of this Consent Decree.
RELIEF TO THE CHARGING PARTY 3. In accordance with this decree, Defendant shall pay Jenee Noriega back pay in the amount of $2,741.17 back pay (which amount shall be subject to withholding in the normal course) and $22, 258.83 in compensatory/punitive damages, for a total gross payment of $25,000. 4. Within ten days of entry of the Decree, Defendants shall mail the checks, via certified mail, to Jenee Noriega. Within five days of the issuance of the checks, Defendant will submit a copy of the checks and related correspondence to the Regional Attorney, Equal Employment Opportunity Commission, 505 Marquette NW, Suite 900, Albuquerque, New Mexico 87102-2189. Defendant will issue a United States Internal Revenue Service Form 1099 within the time required by the IRS to Charging Party for any amount designated as compensatory damages. 5. Consistent with Defendant’s practice, in response to any employment inquiries or reference checks concerning Jenee Noriega, Defendant shall provide a neutral reference, which shall consist of Charging Party’s dates of employment, each position held, and job duties. This provision shall remain in force for so long as Charging Party uses Defendant as a reference and is not limited to the duration of this decree. 6. Defendant shall convert the Charging Party’s discharge to a voluntary resignation and shall expunge from the personnel file of Charging Party all references to the charge of discrimination filed against Defendant and to any involuntary termination.
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7. Defendant shall not take any action against Charging Party in retaliation for

filing a charge of employment discrimination or for participating, assisting or testifying in this

action.

DEFENDANT’S CORRECTIVE POLICIES AND PRACTICES

8.

Defendant affirms that it shall maintain and carry out policies and practices at all

facilities operated by Defendant that promote a work environment free from sex discrimination,

including policies and practices to prevent pregnancy discrimination of its female employees, and

that allow employees and other individuals to raise concerns or complaints about matters made

unlawful by Title VII, whether alleged, perceived or actual without retaliation. To assist

Defendant in its effort to guarantee a work environment free of sex or pregnancy discrimination

and retaliation, defendant shall take the actions provided for in Paragraphs 9 through 10.

9. Within fifteen days of entry of the Decree, Defendant shall review its existing

policies on sex and pregnancy discrimination, and make any changes necessary so that its policies

comply with Title VII and the Pregnancy Discrimination Act. Within fifteen days of reviewing

and making any necessary revisions to its policies, defendant shall distribute a copy of its policy(s)

to each of its current full and part-time employees, and to each new employee hired for the

duration of this decree. Defendant shall distribute a copy of its policy(s) to each new employee

hired within ten days of hire.

10. Defendant shall provide its employees at all facilities operated by Defendant

with written policy statements and procedures regarding reporting and prevention of sex and

pregnancy discrimination. The policy and procedure statements that are provided to Defendant’s

employees should be designed to present easily understood, convenient, confidential and reliable

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procedures for reporting incidents of sex and pregnancy discrimination in all of Defendant’s facilities existing as of the execution by the parties of this Consent Decree.
11. Defendant shall post within 30 days of the entry of this Consent Decree, and continuously for a period of thirty (36) months, in prominent places frequented by employees in all of Defendant’s facilities existing as of the execution by the parties of this Consent Decree, the Notice attached to this decree as Exhibit A. This Notice shall be the same type, style and size as in Exhibit A.
12. Defendant shall provide training on sex and pregnancy discrimination and retaliation according to the following terms:
A. Defendant shall provide three training sessions during the term of this decree. All managers, supervisors and employees at all of Defendant’s facilities existing as of the execution by the parties of this Consent Decree shall attend the training. Duplicative sessions (which may be by video presentation) may be held to accommodate staffing needs. Defendant shall be responsible for all costs associated with this training.
B. During the first year of the decree, the first training session shall be conducted within three months of the entry of this decree and the second training session shall be conducted within nine months of the entry of this decree. The third training session shall be conducted during the second year of the decree. Defendant shall select a qualified trainer and shall submit the trainer’s name, resume, training agenda and the date(s) of the proposed training to the Regional Attorney of the Albuquerque Area Office of the Equal Employment Opportunity Commission
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within forty-five days of the entry of this decree for the first session of the first year and 45 days prior to the second session of the first year. During the second year of the decree, the above information shall be submitted to the Regional Attorney at least ninety days prior to the seminar-training session. The Commission shall have thirty days from the date of receipt of the information described above to accept or reject the proposed consultant/lecturer and/or the contents of the seminar. In the event the Commission does not approve Defendant’s designated consultant/lecturer, the Commission shall designate the consultant/lecturer at a cost not to exceed $1,500.00 per seminar-training session which shall be paid by Defendant. D. The training for non-supervisory, non-management employees shall include a minimum of one hour of instruction. A separate training session for supervisory and management employees shall be held and will include a minimum of one hour of instruction. All personnel designated in Paragraph A shall both register and attend the training. The registry of attendance shall be retained by Defendant at least for the duration of the decree. E. The training, at a minium, shall include the subjects of: what constitutes sex and pregnancy discrimination and retaliation; that sex and pregnancy discrimination in the hiring, firing, compensation, assignment or other terms, conditions or privileges of employment and retaliation violates Title VII and the Pregnancy Discrimination Act; how to prevent sex and pregnancy discrimination and retaliation; how to provide a work environment free from sex and pregnancy discrimination and
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retaliation; and to whom and by what means employees may complain, including complaining to the EEOC, if they feel they have been subjected to sex and pregnancy discrimination and retaliation. F. Immediately following the training sessions, Defendant’s highest ranking managerial official shall speak to the employees about: (1) potential discipline that can be taken against supervisors, managers and employees who commit acts of sex and pregnancy discrimination or retaliation, or who allow sex and pregnancy discrimination or retaliation to occur in the workplace; (2) the importance of maintaining an environment free of sex and pregnancy discrimination and retaliation; and (3) the employer’s policies regarding sex and pregnancy discrimination and retaliation. This time shall not be counted toward the training required in paragraph 12.D. G. For the duration of this decree, at or around the time of hire, employees hired after the training is presented, shall view a video tape of the training and/or a professional training tape which covers the topics set forth in paragraph 10E. and shall be given any written material disseminated at the training. 13. The Commission, at its discretion, may designate Commission representatives to attend and participate in the training sessions described above. REPORTING BY DEFENDANTS AND ACCESS BY EEOC 14. Defendants shall report in affidavit form to the Regional Attorney of the Commission's Albuquerque Area Office at 505 Marquette NW, Suite 900, Albuquerque, New
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Mexico 87102-2189 beginning six months from the date of the entry of this decree, and thereafter every six months for the duration of the decree the following information:
A. Any changes, modifications, revocations, or revisions to its policies and procedures which concern or affect the subject of sex and pregnancy discrimination and retaliation.
B. The registry of persons attending each of the seminar-training sessions required in paragraph 12 of this decree and a list of current employees on the day of the seminar-training session.
D. An affidavit by Defendant stating the Notice required in paragraph 11 of this decree was posted and the locations where it was posted.
E. An affidavit by Defendant stating the training required in paragraph 12 of this decree was conducted.
15. The Commission, upon reasonable notice, shall have the right to enter and inspect the premises of Defendant’s facilities to ensure compliance with this decree and federal antidiscrimination laws.
COSTS AND DURATION 16. Each party shall bear its costs and attorney's fees incurred as a result of this action through the entry of this decree. 17. The duration of this decree shall be three (3) years from its entry. This Court shall retain jurisdiction of this action for the duration of the decree, during which the Commission may petition this Court for compliance with this decree. Should the Court determine that Defendant
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have not complied with this decree, appropriate relief, including extension of this decree for such period as may be necessary to remedy its non-compliance, may be ordered.
18. This decree shall expire by its own terms at the end of three (3) years after entry, without further action by the parties.
19. The parties agree to entry of this decree and judgment subject to final approval by the Court.
ENTERED AND ORDERED this 28th day of February, 2007.

UNITED STATES DISTRICT COURT JUDGE

APPROVED AND CONSENTED TO:

RONALD S. COOPER General Counsel
JAMES L. LEE Deputy General Counsel
GWENDOLYN YOUNG REAMS Associate General Counsel
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 1801 L Street, NW Washington, D.C. 20507
/s/ February 9,2007 Molina for MARY JO O’NEILL Regional Attorney

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/s/ February 9, 2007Molina for SALLY SHANLEY Supervisory Trial Attorney
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
3300 N. Central Ave., Suite 690 Phoenix, Arizona 85012
/s/ February 9, 2007 Veronica A. Molina Trial Attorney . Loretta Medina Senior Trial Attorney
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
505 Marquette, N.W., Suite 900 Albuquerque, NM 87102 (505) 248-5231
Attorneys for Plaintiff
RODEY, DICKASON, SLOAN, AKIN & ROBB, P.A.
By:/s/ February 9, 2007 Thomas L. Stahl Post Office Box 1888 Albuquerque, New Mexico 87103 (505) 765-5900
Attorneys for Defendant
/s/ February 9, 2007 Kirit (Ken) Pansuria For Midtown Hospitality, LLC d/b/a Amerisuites
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NOTICE TO ALL EMPLOYEES OF MIDTOWN HOSPITALITY d/b/a AMERISUITES
This Notice is posted pursuant to a Consent Decree entered into between Midtown Hospitality, LLC d/b/a Amerisuites and the Equal Employment Opportunity Commission (EEOC).
It is unlawful under the federal law (Title VII of the Civil Rights Act of 1964 and the Pregnancy Discrimination Act) and state law to discriminate against an employee on the basis of sex and pregnancy in hiring, firing, compensation or other terms, and conditions or privileges of employment.
Midtown Hospitality, LLC d/b/a Amerisuites prohibits all forms of sex and pregnancy discrimination.
Midtown Hospitality, LLC d/b/a Amerisuites also prohibits any form of harassment of persons because of the condition of pregnancy.
Midtown Hospitality, LLC d/b/a Amerisuites shall not discriminate on the basis of sex and pregnancy and shall not retaliate against any employee who opposes a practice made unlawful under federal law, files, assists or participates in the filing of a charge of discrimination or participates in any investigation under Title VII, or who files a grievance alleging discrimination.
If you believe you have been discriminated against because of the condition of pregnancy or retaliated against in your workplace, you always have the right to seek assistance from:
Equal Employment Opportunity Commission (EEOC) 505 Marquette, Suite 900
Albuquerque, New Mexico 87102 1-800-669-4000 or
New Mexico Department of Labor Human Rights Division
1596 Pacheco St., Suite 103 Santa Fe, New Mexico 87505
(505) 827-6838
You have the right to file a charge with the EEOC or the Department of Labor if you believe you are being discriminated against.
EXHIBIT A

 
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CLOSED, REFER
U.S. District Court District of New Mexico - Version 3.0 (Albuquerque) CIVIL DOCKET FOR CASE #: 1:06-cv-00860-JCH-ACT

EEOC v. Midtown Hospitality Assigned to: District Judge Judith C. Herrera Referred to: Magistrate Judge Alan C. Torgerson Demand: $0 Cause: 42:2000e Job Discrimination (Employment)

Date Filed: 09/13/2006 Date Terminated: 02/28/2007 Jury Demand: Plaintiff Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff

Plaintiff
Equal Employment Opportunity Commission

represented by Gwendolyn Young Reams EEOC Legal Counsel Office 1801 L Street, NW Washington, DC 20507 (202) 663-4669 Fax: 663-4639 LEAD ATTORNEY ATTORNEY TO BE NOTICED

James L Lee EEOC Legal Counsel Office 1801 L Street, NW Washington, DC 20507 (202) 663-4669 Fax: 663-4639 LEAD ATTORNEY ATTORNEY TO BE NOTICED

Loretta F Medina EEOC 505 Marquette, NW #900 Albuquerque, NM 87102 (505) 248-5230 Fax: 248-5217 LEAD ATTORNEY ATTORNEY TO BE NOTICED

Mary Jo O'Neill EEOC Phoenix District Office 3300 North Central Avenue #690 Phoenix, AZ 85012-2504

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V.
Defendant
Midtown Hospitality, LLC doing business as Amerisuites by Prime

(602) 640-5000 Fax: (602) 640-5009 Email: mary.oneill@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED
Sally Shanley EEOC Phoenix District Office 3300 North Central Avenue #690 Phoenix, AZ 85012-1848 (602) 640-5000 Fax: 640-5009 Email: sally.shanley@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED
Veronica A Molina Equal Employment Opportunity Commission Legal Unit 505 Marquette N.W., Suite 900 Albuquerque, NM 87102 (505) 248-5231 Fax: (505) 248-5217 Email: veronica.molina@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED
represented by Thomas L Stahl Rodey, Dickason, Sloan, Akin & Robb, P.A. Post Office Box 1888 Albuquerque, NM 87103 (505) 765-5900 Fax: (505) 768-7395 Email: tstahl@rodey.com LEAD ATTORNEY ATTORNEY TO BE NOTICED

Date Filed 09/13/2006

#

Docket Text

1 COMPLAINT for Employment w/jury demand (1 Summons(es) issued) (referred to Magistrate Judge Alan C. Torgerson) (nc) (Entered: 09/14/2006)

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11/10/2006 11/16/2006 11/29/2006 01/16/2007 01/19/2007 01/24/2007 01/29/2007 01/29/2007 01/29/2007 01/29/2007 02/02/2007
02/09/2007 02/28/2007 02/28/2007

2 ANSWER by deft [1-1]* (jm) (Entered: 11/13/2006)
3 INITIAL SCHEDULING ORDER by Magistrate Judge Alan C. Torgerson Rule 16 scheduling conference set for 1/24/07 @ 2:00 PM; provisional discovery plan & IPTR due 1/14/07 (cc: all counsel*) (jrm) (Entered: 11/17/2006)
4 NOTICE of Non-Governmental Corporate Party Disclosure by deft (jm) (Entered: 11/30/2006)
5 Joint Status Report and Provisional Discovery Plan by Equal Employment Opportunity Commission. (Molina, Veronica) (Entered: 01/16/2007)
6 CERTIFICATE OF SERVICE by Midtown Hospitality, LLC Defendant's Rule 26 Disclosure Statement (Stahl, Thomas) (Entered: 01/19/2007)
7 CERTIFICATE OF SERVICE by Equal Employment Opportunity Commission Initial Disclosures (Molina, Veronica) (Entered: 01/24/2007)
8 Clerk's Minutes A Rule 16 Scheduling Conference was conducted Wednesday, January 24, 2007, at 2:00 p.m. by Magistrate Judge Alan C. Torgerson. (Entered: 01/29/2007)
9 ORDER by Judge Alan C. Torgerson Adopting Joint Status Report and Provisional Discovery Plan With Changes and Setting Case Management Deadlines. (Entered: 01/29/2007)
10 ORDER by Judge Alan C. Torgerson Setting Rule 16 Settlement Conference for Friday, February 9, 2007, beginning at 9:30 a.m. in ADR Rooms 1 and 2. (Entered: 01/29/2007)
Set Deadlines/Hearings: Settlement Conference set for 2/9/2007 09:30 AM in Albuquerque - 380-1 ADR Conference Room before Magistrate Judge Alan C. Torgerson. (Entered: 01/29/2007)
11 NOTICE of Hearing: Call of the Calendar set for 1/3/2008 01:30 PM in Albuquerque - 580 Brazos Courtroom before District Judge Judith C. Herrera. Final Pretrial Conference set for 1/3/2007 02:00 PM in Albuquerque - 580 Brazos Courtroom before District Judge Judith C. Herrera. Jury Selection/Trial set for 1/14/2008 09:00 AM in Albuquerque - 580 Brazos Courtroom before District Judge Judith C. Herrera. (ljs) (Entered: 02/02/2007)
12 Clerk's Minutes - A Rule 16 Settlement Conference was held at 9:30 a.m. on February 9, 2007, before Magistrate Judge Alan C. Torgerson. Results of the Settlement Conference: Case Settled. (Entered: 02/09/2007)
13 CONSENT DECREE by Judge Judith C. Herrera (ljs) (Entered: 02/28/2007)
14 ORDER ADMINISTRATIVELY CLOSING CASE by Judge Judith C. Herrera (jm) (Entered: 03/01/2007)

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