UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF NEW YORK

EQUAL EMPLOYMENT OPPORTUNITY )

SEP 2 J 2002

COMMISSION, Plaintiff,

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Civil Action No.

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COMPLAINT

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ZAPPALA FARMS, LLC,

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JURY TRIAL DEMAND

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Defendant.

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J~PM GID NATUREOFTH:ACTKON

This is an action under Title I of the Americans with Disabilities Act of 1990 ("ADA")

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

disability and to provide relief to Elias Mendoza, who was adversely affected by such practices.

As alleged with particularity below, Defendant Zappala Farms, LLC ("Zappala") discriminated

against Mendoza because of his disability, a severed hand, when it decreased his pay and when it terminated his employment. Defendant also violated the ADA when it retaliated against

Mendoza by terminating his employment in response to his refusal to sign a revised Work

Agreement reflecting the pay decrease.

JURISDICTION 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 107(a) of the Americans with Disabilities Act ("ADA"), 42 U.S.C. § 12117(a), which incorporates by reference §§ 706(f)(1) and (3) of Title VII of the Civil Rights Act of 1964 ("Title VII"),

42 U.S.c. §§ 2000e-5(f)(1) and (3), and pursuant to Section 102 of the Civil Rights Act of 1991, 42 U.S.C. § 1981a.
2. The unlawful employment practices alleged were committed within the jurisdiction of the United States District Court for the Northern District of New York.
PARTIES 3. Plaintiff, the Equal Employment Opportunity Commission (the "Commission"), is the agency of the United States of America charged with the administration, interpretation, and enforcement of Title I of the ADA and is expressly authorized to bring this action by Section 107(a) of the ADA, 42 U.S.c. § 12117(a), which incorporates by reference Sections 706(f)(1) .and (3) of Title VII, 42 U.S.C. § 2000e-5(f)(1). 4. At all relevant times, Defendant Zappala has continuously been a private entity doing business in the State of New York and has continuously employed at least fifteen employees. 5. At all relevant times, Defendant Zappala has continuously been an employer engaged in an industry affecting commerce under Section 101(5) of the ADA, 42 U.S.C. § 12111(5), and Section 101(7) of the ADA, 42 U.S.c. § 12111(7), which incorporates by reference Sections 701 (g) and (h) of Title VII, 42 U.S.C. §§ 2000-e(g) and (h). 6. At all relevant times, Defendant Zappala has been a covered entity under Section 101(2) of the ADA, 42 U.S.C. § 12111(2).
STATEMENT OF CLAIMS 7. More than thirty days prior to the institution of the lawsuit, Elias Mendoza filed a charge with the Commission alleging violations of Title I of the ADA by Defendant Zappala. All conditions precedent to the institution of this lawsuit have been fulfilled.
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8. Since at least June 11,2001, Defendant has engaged in unlawful employment practices in violation of Sections 102 and 503 of the ADA, 42 U.S.C. §§ 12112 and 12203, as outlined below:
a. In April 2001, Mendoza entered into an "Agricultural Work Agreement" with Zappala, for the period of April 9, 2001 through October 10,2001, earning $7.00 per hour.
b. On or about June 11,2001, Zappala decreased Mendoza's rate of pay to $5.15 per hour.
c. On or about June 26, 2001, Mendoza's supervisor told Mendoza that the owner of Zappala "did not think Mendoza was worth $7.00 per hour" because he was missing his right hand. Mendoza's right hand was severed in an accident in 1994.
d. Mendoza's supervisor also told Mendoza that ifhe refused to sign a new work agreement reflecting his decrease in pay, his employment would be terminated immediately. When Mendoza refused to sign the agreement, he was terminated.
9. The effect of the practices complained of above have been to deprive Mendoza of equal employment opportunities and otherwise to affect adversely his status as an employee because of his disability or perceived disability.
10. The effect of the practices complained of above has been to inflict emotional pain, suffering, and inconvenience upon Mendoza.
11. The unlawful employment practices complained of above were intentional. 12. The unlawful employment practices complained of above were done with malice and reckless disregard for Mendoza's federally protected rights, in violation of 42 U.S.c. § 12101 et seq.
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PRAYER FOR RELIEF Wherefore, the Commission respectfully requests that this Court: A. Grant a permanent injunction enjoining Defendant, its officers, successors, assigns, and all persons in active concert or participation with them, from engaging in any employment practice that discriminates on the basis of disability or perceived disability. B. Order Defendant to institute and carry out policies, practices, and programs that provide equal employment opportunities for qualified individuals with disabilities and that eradicate the effects of its past and present unlawful employment practices. C. Order Defendant to make Elias Mendoza whole by providing any affirmative relief necessary to eradicate the effects of its unlawful employment practices. D. Order Defendant to make Elias Mendoza whole by providing compensation for past and future non-pecuniary losses resulting from the unlawful practices complained of above, including pain and suffering, emotional distress, indignity, inconvenience, loss of enjoyment of life, loss of self-esteem, and humiliation, in an amount to be determined at trial. E. Order Defendant to pay Elias Mendoza punitive damages for its malicious and reckless conduct, as described above, in an amount to be determined at trial. F. Grant such further relief as the Court deems necessary and proper in the public interest. G. Award the Commission its costs of this action.
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JURY TRIAL DEMAND The Commission requests a jury trial on all questions of fact raised by this Complaint.
Gwendolyn Y. Reams Associate General Counsel EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 1801 L Street, N.W. Washington, D.C. 20507
therine E. Bissell (NDNY 10 # 104755) egional Attorney
Elizabeth Grossman (NDNY ID # 10554) Supervisory Trial Attorney
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Sunu P. Chandy (NDN D # 510860) Trial Attorney EQUAL EMPLOYMENT OPPORTUNITY COMMISSION New York District Office 201 Varick Street, Room 1009 New York, New York 10014 (Temporary address) (917) 734-3598
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 UNITED STATES DISTRICT COURT

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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,
Plaintiff,
ELIAS MENDOZA, Plaintiff-Intervenor,

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Civ. No. 02-CV-l . 0 (NPM) (GJD)

v.

ZAPPALA FARMS, LLC and JAMES ZAPPALA,

Defendants. __________________________________________x

COMPLAINT IN INTERVENTION Preliminary Statement
1. Plaintiff-Intervenor Elias Mendoza, a migrant farmworker, intervenes in this action, which was previously filed by the Equal Employment Opportunity Commission ("EEOC").
2. Mr. Mendoza - who has a severed hand - was discriminated against and retaliated against in violation of the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq. (the "ADA") and the New York Human Rights Law by Defendants Zappala Farms, LLC and James Zappala.
3. In addition, Defendants violated the terms oftheir working arrangement with Mr. Mendoza in violation of the Migrant and Seasonal Agricultural Worker Protection Act ("AWPA").

4. Specifically, Mr. Mendoza was fired from his employment with Defendants when he refused to accept a reduction in his hourly wage rate. Mr. Mendoza was singled out for this reduction because of his disability; non-disabled workers were not required to accept such a reduction in salary in order to keep their jobs.
Jurisdiction and Venue 5. The Court has jurisdiction over this action pursuant to 28 U.S.C. §§ 1331, 1337, and
1343; 29 U.S.c. § 1854(a); 42 U.S.C. § 12117(a); and 42 U.S.C. § 1981(a). 6. The Court has jurisdiction over Mr. Mendoza's pendant state law claim under 28
U.S.C. § 1367 (supplemental jurisdiction). Mr. Mendoza's state law claim involves the same transactions and occurrences as his federal claims. 7. Venue is proper in this district pursuant to 28 U.S.C. §1391(b) and 29 U.S.C. §1854(a). 8. The unlawful employment practices which form the basis of this action occurred within the Northern District of New York.
Parties 9. At all relevant times, Plaintiff-Intervenor Elias Mendoza was a migrant agricultural
worker who worked for Defendants at their farm in Oswego County, New York. 10. Mr. Mendoza has a severed right hand. 11. At all relevant times, Mr. Mendoza was disabled and/or was perceived as disabled
2

within the meaning of the ADA. 12. At all relevant times, Mr. Mendoza was disabled within the meaning of the New York
Human Rights Law. 13. At all relevant times, Mr. Mendoza was migrant agricultural worker within the meaning
oftheAWPA. 14. At all relevant times, Defendant Zappala Farms, LLC ("Zappala Farms") has
continuously been a private entity doing business in the State of New York and has continuously employed at least fifteen employees. 15. At all relevant times, Defendant Zappala Farms has continuously been an employer engaged in an industry affecting commerce under Section 101 (5) of the ADA, 42 U.S.C. § 12111(5) and Section 101(7) of the ADA, 42 U.S.c. § 12111(7). 16. At all relevant times, Defendant James Zappala was a member of Zappala Farms. 17. At all relevant times, James Zappala and Zappala Farms were joint employers of Mr. Mendoza. 18. At all relevant times, Defendants were employers of Mr. Mendoza within the meaning of the AWPA, 29 U.S.c. § 1802(2). 19. At all relevant times, Defendants employed Mr. Mendoza within the meaning of the AWPA, 29 U.S.c. § 1802(5).
Factual Allegations 20. More than thirty days prior to the institution ofthis lawsuit, Mr. Mendoza filed a charge
3

with the EEOC alleging violations of Title I ofthe ADA by Zappala Fanns. 21. Mr. Mendoza has satisfied all conditions precedent to intervention in this action. 22. Since at least June 11,2001, Defendants have engaged in unlawful employment
practices in violation of Sections 102 and 503 of the ADA, 42 U.S.C. §§ 12112 and 12203. 23. In April of2001, Mr. Mendoza entered into a working arrangement with Defendants for the period of April 9, 2001 through October 10,2001. 24. This working arrangement provided that Mr. Mendoza would earn $7.00 per hour. 25. On or about June 11,2001, Defendants decreased Mr. Mendoza's rate of pay to $5.15. 26. Mr. Mendoza's pay was decreased because of his severed hand. 27. Mr. Mendoza was told that ifhe refused to sign a new "work agreement" reflecting his decrease in pay, his employment with Defendants would be terminated. 28. When Mr. Mendoza refused to sign the new "work agreement," his employment with Defendants was in fact terminated. 29. The effect of the practices complained of above have been to deprive Mr. Mendoza of equal employment opportunities and otherwise to affect adversely his status as an employee because of his disability or perceived disability. 30. In decreasing the pay of Mr. Mendoza and firing him, Defendants also failed to comply with their working arrangement with Mr. Mendoza, in violation of29 U.S.C. § 1822(c).
4

31. Both Defendants exercised control over the work performed by Mr. Mendoza 32. Both Defendants had the power to establish, and did establish, the terms of Mr.
Mendoza's employment. 33. Both Defendants determined the salary to be paid to Mr. Mendoza. 34. Both Defendants had the power to hire and fire Mr. Mendoza. 35. Defendants undertook all of the actions and omissions alleged above either directly or
through their agents who were authorized to undertake such actions and omissions. 36. During the course of his employment, Mr. Mendoza worked on crops which were
produced for movement in interstate commerce or for incorporation as an ingredient in products which could be anticipated to move in interstate commerce.

Causes of Action

I.

American with Disabilities Act Claim

37. Plaintiff-Intervenor realleges and incorporates by reference the allegations set forth in

paragraphs 1 through 36 as if set forth fully here.

38. The unlawful employment practices complained of above were intentional.

39. The unlawful employment practices complained of above were done with malice and/or

reckless disregard for Mr. Mendoza's federally-protected rights, in violation of 42

U.S.C. § 12101 et ~

40. The effect of the practices complained of above has been to inflict emotional pain,

suffering, emotional distress, indignity, inconvenience, loss of enjoyment of life, loss of

5

self-esteem, and humiliation upon Mr. Mendoza.
II. Migrant and Seasonal Agricultural Worker Protection Act Claim 41. Plaintiff-Intervenor realleges and incorporates by reference the allegations set forth in
paragraphs 1 through 40 as if set forth fully here. 42. Defendants violated Mr. Mendoza's rights under the AWPA by failing to comply with
the terms of the working arrangement, as required by 29 U.S.c. § 1822(c). 43. As a result of this violation of the AWPA, Mr. Mendoza has suffered damages. 44. For this violation of the AWPA, Mr. Mendoza is entitled to recover the greater of his
actual damages or up to $500 in statutory damages, in accordance with 29 § U.S.C. 1854.
III. New York Human Rights Law Claim 45. Plaintiff-Intervenor realleges and incorporates by reference the allegations set forth in
paragraphs 1 through 44 as if set forth fully here. 46. By engaging in the foregoing unlawful and discriminatory acts, the Defendants are liable
to Mr. Mendoza for damages and related relief under the New York Human Rights Law, New York Exec. Law § 290 et seq.
47. Plaintiff-Intervenor demands a trial by jury.
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WHEREFORE, the Plaintiff-Intervenor request that this Court enter an Order:

1.

Assuming jurisdiction over this action;

11. Declaring that Defendant violated the ADA, the New York Human Rights Law,

and the AWPA;

111. Enjoining Defendants from further violations of the ADA, the New York

Human Rights Law, and the AWPA;

IV. Ordering Defendants to make Mr. Mendoza whole by providing any affirmative

relief necessary to eradicate the effects of Defendants' unlawful practices;

v. Granting judgment to Mr. Mendoza for his past and future non-pecuniary losses

resulting from Defendants' conduct complained of above, including pain and

suffering, emotional distress, indignity, inconvenience, loss of enjoyment oflife,

loss of self-esteem, and humiliation;

VI. Granting judgment to Mr. Mendoza under the AWPA for his actual damages or

up to $500 in statutory damages, in accordance with 29 U.S.C. § 1854;

V11. Ordering Defendants to pay Mr. Mendoza punitive damages for Defendants'

malicious and reckless conduct;

V111. Awarding the Mr. Mendoza prejudgment and postjudgment interest as allowed

by law;

IX. Awarding Farmworker Legal Services of New York, Inc. its costs and

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reasonable attorneys' fees in this action; and x. Granting such and other further relief as this Court finds just. Dated: New Paltz, New York November 22, 2002
Respectfully Submitted, FARMWORKER LEGAL SERVICES OF
NEWflRK, INC.
By:~(j~
PatricIa C. Kakalec (N.D.N.Y. # 509731) 52 S. Manheim Blvd. New Paltz, New York 12561 (845) 255-1884; (845) 255-3629 (facsimile)
8

 
 UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF NEW YORK

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ZAPPALA FARMS, LLC and

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JAMES ZAPPALA,

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Defendants.

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CONSENT DECREE This cause of action was initiated on September 25, 2002, by the Equal Employment Opportunity Commission (hereinafter "EEOC"), an agency of the United States Government, alleging that Defendant Zappala Farms, LLC (hereinafter "Zappala Farms") violated Title I of the Americans with Disabilities Act of 1990 ("ADA") and Title I of the Civil Rights Act of 1991 by engaging in discrimination against Mr. Elias Mendoza because of his disability, a severed hand, when it decreased his pay and when it terminated his employment. EEOC also alleges that Defendant violated the ADA when it retaliated against Mr. Mendoza by terminating his employment in response to his refusal to sign a revised Work Agreement reflecting the pay decrease. The parties agree that it is in their mutual interest to fully resolve the matter without further litigation.

EEOC and Zappala Farms do hereby stipulate and consent to the entry ofthis Decree as final and binding between the parties signatory hereto and their successors or assigns.
This Decree resolves all matters raised in the Complaint filed herein. The parties have agreed that this Decree may be entered without Findings ofFact and Conclusions ofLaw having been made and entered by the Court.
In consideration ofthe mutual promises of each party to this Decree, the sufficiency ofwhich is hereby acknowledged, it is agreed and IT IS ORDERED, ADJUDGED, AND DECREED AS FOLLOWS:
1. This Decree resolves all ofthe issues raised by EEOC Charge Number 160-Al-2404 and the EEOC Complaint in this case.
2. The parties agree that this Court has jurisdiction of the subject matter of this action and of the parties, that venue is proper, and that all administrative prerequisites have been met.
3. No party shall contest the jurisdiction ofthe federal court to enforce this Decree and its terms or the right of any party to bring an enforcement suit upon breach of any ofthe terms ofthis Decree by any other party. Breach of any term of this Decree should be deemed to be a substantive breach ofthis Decree. Nothing in this Decree shall be construed to preclude EEOC from bringing proceedings to enforce this Decree in the event that Zappala Farms fails to perform any of the promises and representations contained herein.
4. Zappala Farms will provide anti-discrimination training, including issues ofdisability discrimination, for its supervisors, managers and employees as outlined below. Training and written materials shall be provided by Zappala Farms in both English and Spanish.
2

A. Zappala Farms will provide no fewer than four (4) hours ofanti-discrimination

training each year for all supervisors and managers, to be conducted by Treble Associates. These

trainings shall be conducted once a year for the duration of the Decree. The first yearly training session for supervisors and managers took place on August 15,2003. Additional yearly trainings

shall take place during 2004 and 2005. Within ten (10) days of the training, Zappala Farms shall provide a letter to EEOC documenting the date and time of the training, a summary of the topics

covered and a copy of the attendance sheet with the names and signatures of all individuals who

attended the training. Within three (3) weeks ofhire or promotion, all new supervisors and managers who have missed the yearly training shall be trained individually by Treble Associates. Within four

(4) weeks of hire or promotion, Zappala Farms will inform EEOC by letter that an individual has become a manager or supervisor and will document the anti-discrimination training provided to that

individual. B.

Zappala Farms will provide anti-discrimination training for all of its

employees conducted by Treble Associates. These trainings shall be provided twice a year, each

session for a minimum of one hour. The first of these trainings took place on August 15, 2003.

Following each session, within ten (10) days of the training, Zappala Farms shall provide a letter to

EEOC documenting the date and time of the training, a summary of the topics covered and a copy of the attendance sheet with the names and signatures of all individuals who attended the training.

The additional training sessions shall take place during April, 2004, July, 2004, April, 2005, July,

2005 and April, 2006. C. Within three (3) days of hire, Zappala Farms will provide employees who are

unable to attend the training sessions referenced above with its written anti-discrimination policy and

3

procedures and train them regarding these policies and procedures. A Zappala Farms supervisor or manager will spend a minimum of fifteen minutes reviewing the anti-discrimination policy and procedures with the new employee and document this meeting for the individual's personnel file. The forms to document this procedure are attached as Exhibit A-I (English) and A-2 (Spanish).
5. Within five (5) days ofthe entry of this Decree, Zappala Farms will post the Notices ofNon-Discrimination attached as Exhibit B-1 (English) and B-2 (Spanish) at Zappala Farms. The Notices will be posted in the Zappala Farms Office, near the two time clocks in its cafeteria and at its three sites of camp housing.
6. Zappala Farms will maintain the Anti-Discrimination and Anti-Harassment Policy attached as Exhibit C-l(English) and C-2 (Spanish).
7. Zappala Farms commits $20,000 to resolving this matter. Within ten (10) days ofthe entry of this Decree, Zappala Farms agrees to pay $13 ,000 in compensatory damages to Elias Mendoza by mailing a check to his counsel at Farmworker Legal Services, Inc. Defendant will issue a 1099 tax form to Mr. Mendoza. Within five (5) days of receipt of the check endorsed by Mr. Mendoza, Zappala Farms agrees to forward EEOC a copy ofthis check. Within ten (10) days ofthe entry of this Decree, Defendant shall pay $4,000 to the Farmworker Legal Services of New York, Inc. as attorney's fees. Zappala Farms will also spend a minimum of $3,000 for providing antidiscrimination training as outlined above in paragraph four (4).
8. Zappala Farms and its agents agree not to discriminate against any individual because of her or his disability under the ADA or any other basis under Title VII (race, color, religion, sex or national origin), the Equal Pay Act (sex based wage discrimination) or the Age Discrimination in Employment Act.
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9. Zappala Farms and its agents agree not to retaliate against any individual for asserting her or his rights under the ADA or other federal employment discrimination laws listed in paragraph eight (8). Zappala Farms and its agents further agree not to retaliate against any individual who has participated in this matter or asserted her or his rights under the ADA or other federal employment discrimination laws listed in paragraph eight (8).
10. Except as outlined in this Decree, each party shall bear its own attorney fees and costs incurred in this action.
11. This Decree constitutes the complete understanding among the parties. No other promises or agreement shall be binding unless agreed to in writing and signed by these parties.
12. This Decree will remain in effect for three (3) years from the date of entry.

Dated:

therine Bissell (NDNY ID # 104755) egional Attorney For Plaintiff US EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 33 Whitehall Street, 5th Floor New York, New York 10004 Phone 212-336-3706 Fax 212-336-3623

5

Dated:

DchkY f, 'UY)~
New Paltz, New York

PatricIa C. Kakalec (N.D.N.Y. # 509731) For Plaintiff-Intervenor Elias Mendoza FARMWORKER LEGAL SERVICES OF NEW YORK, INC. 52 S. Manheim Blvd. New Paltz, New York 12561 Phone 845- 255-1884 Fax 845-255-3629

Dated:

0 4 ~ G" 2-cu ...,
Oswego, New York

os P E. Wallen (N.D.N.Y. # 102779) Defendant Zappala Farms
Amdursky, Pelky, Fennell & Wallen, P.C. Attorneys at Law 26 East Oneida Street Oswego, New York 13126-2695 Phone 315-343-6363 Fax 315-343-0134

SO ORDERED, ADJUDGED, AND DECREED
Signed this ,;)"fltlay of ill~} 2003

Judge Neal P. McCurn 6

EXHIBIT A-I DOCUMENTATION OF DISTRIBUTION AND REVIEW OF
ZAPPALA FARMS'ANTI-DISCRIMINATION POLICY & PROCEDURES Zappala Farms employee _ _ _ _ _ _ _ _ _ _ was unable to attend the group training session regarding Zappala Farms' anti-discrimination policies and procedures held at Zappala Farms. As such, supervisor or manager _ _ _ _ _ _ _------'met with him/her on - - - - - - - - - - from --------- to - - - - - - to review and distribute a written copy of Zappala's anti-discrimination policies and procedures.
Dated- - - - - - - - - - - - - - - - - - - -
Print name of Employee _______________ Signature of Employee _______________
Print name of Supervisor or Manager _____________ Signature of Supervisor or Manager- - - - - - - - - - - - -

EXHIBIT A-2
DOCUMENTACION DE LA DISTRIBUCION Y EXAMEN DE LA POLITICA Y LOS PROCEDIMIENTOS DE LA CONTRA-DISCRIMINACION DE LAS GRANJAS DE ZAPPALA
_ _ _ _ _ _ _ _ _ _ _, empleado de las Granjas de Zappala no pudo atender la sesion del entrenamiento del grupo con respecto a las politicas y los procedimientos de la contra-discriminacion de las Granjas de Zappala llevado a cabo en las Granjas de Zappala. Como tal, _ _ _ _ _ _ _ _ _ _ _ _, supervisor 0 encargado, se junto con ell ella en _ _ _ _ _ _ _ _ desde _ _ _ _ _ _ _ _ a _ _ _ __ ___ para examinar y distribuir una copia escrita de las politicas y los procedimientos de la contra-discriminacion de Zappala.
Fecha_ _ _ _ _ _ _ _ _ ____
Nombre de la impresion del empleado_ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Firma del empleado,_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Nombre della impresion del supervisor 0 del encargado,_ _ _ _ _ _ _ _ __ Firma del supervisor 0 del encargado_ _ _ _ _ _ _ _ _ _ _ _ _ _ ____

u.s. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
New York District Office
EXHIBIT B-1
NOTICE TO EMPLOYEES OF ZAPPALA FARMS, LLC
This Notice is being posted pursuant to a Consent Decree entered in resolution of a lawsuit
brought by the u.s. Equal Employment Opportunity Commission ("EEOC") against Zappala
Farms in September 2002 in federal court in the Northern District of New York. In its lawsuit, EEOC alleged that Zappala Farms discriminated against an employee, Elias Mendoza, because of his disability, a severed hand, when it decreased his pay and when it terminated him.
Federal laws prohibits employers from discriminating against applicants and employees based on an employee's disability, race, color, religion, sex, national origin or age.
Zappala Farms agrees that neither it nor its managers, officers, or agents will discriminate against any individual because of the individual's disability or other protected basis under federal employment discrimination laws including under Title VII (race, color, religion, sex or national origin), the Equal Pay Act (gender based wage discrimination) or the Age Discrimination in Employment Act. Zappala Farms and its managers, officers and agents also agree not to retaliate against any individual who has participated in this matter in some way, given testimony in this matter, or asserted his or her rights under the laws listed above.
Zappala Farms agrees to provide training to all of its supervisors, managers and employees regarding their rights and responsibilities with respect to issues of workplace discrimination. Zappala Farms also agrees to maintain an anti-discrimination policy and to distribute that policy to all employees. Zappala Farms has also agreed to commit a total amount of $20,000 to resolve this lawsuit.
If you have a complaint of discrimination or harassment, you may report it to Carmen Garcia or Heidi Smalling at 315-626-6671 at Zappala Farms. Should you have any complaints of discrimination, you may also call or write the:
Equal Employment Opportunity Commission Buffalo Local Office 6 Fountain Plaza, Suite 350 Buffalo, NY 14202 Telephone: 1-800-669-4000 or 716-551-4441
THIS IS AN OFFICIAL NOTICE AND SHALL NOT BE DEFACED BY ANYONE
This notice must remain posted for three (3) years from the date of posting, until August 31, 2006.

Signed:

Dated: ------------------------

James Zappala, Owner of Zappala Farms

------~.-- " . - - - - -
u.s. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
New York District Office
EXHIBIT B-2
AVISO A LOS EMPLEADOS DE LAS GRANJAS DE ZAPPALA, LLC
Este aviso se esta fijando conforme a un decreto de consentimiento inscrito en la resolucion de un pleito traido por la Comision de las Opportunidades Iguales ("EEOC") contra las Granjas de Zappala en Septiembre de 2002 en la Corte Federal del Districto Nortefio de Nueva York. En su pleito, EEOC alego que las Granjas de Zappala discriminaron contra un empleado, Elias Mendoza, debido a su inhabilidad, una mana separada, cuando disminuyo su pago y cuando 10 termino.
Las leyes federales prohiben a patrones de discriminar contra los aspirantes y los empleados basados en la inhabilidad de un empleado, la raza, el color, la religion, el sexo, el origen nacional o la edad.
Las Granjas de Zappala convienen que ni el ni sus encargados, oficiales, 0 agentes discriminaran contra cualquier individuo debido a la inhabilidad del individuo 0 otra base protegida bajo leyes federales de discriminacion de empleo que incluyen bajo el Titulo VII (raza, color, religion, sexo o origen nacional), el Acto de la Igualdad de Salario (discriminacion basada genero del salario) 0 el Acto de la Discriminacion de Edad en eJ Empleo. Las Granjas de Zappala y sus encargados, oficiales y agentes tambien asuerdan no tomar represalias contral el individuo que ha participado en esta materia de una cierta manera, dado testimonio en esta materia, 0 afinnado sus derechos bajo las leyes enumeradas arriba.
Las Granjas de Zappala acuerdan proporcionar entrenamiento a todos sus supervisores, encargados y empleados, tocante sus derechos y responsabilidades con respecto a aplicaciones de la discriminacion en el lugar de trabajo. Las Granjas de Zappala tambien acuerdan mantener una politica de la contra-discriminacion y distribuir esa politica a todo los empleados. Las Granjas de Zappala tambien han acordado confiar una cantidad total $20,000 para resolver este pleito.
Si usted tiene una queja de la discriminacion 0 del hostigamiento, usted puede divulgarla a Carmen Garcia 0 Heidi Smalling en (315)626-6671 en Zappala Cultiva. Si usted tiene cualquier queja de la discriminacion, usted puede tambien llamar 0 escribir:
Equal Employment Opportunity Commission Buffalo Local Office 6 Fountain Plaza, Suite 350 Buffalo, NY 14202 Telephone: 1-800-669-4000 or 716-551-4441
ESTE ES UN AVISO OFICIAL Y NO SERA DESFIGURADO POR CUALQUIER PERSONA
Este aviso debe seguir fijado por tres (3) aDOS a partir de la fecha de la fijacion, hasta de Augusto el 31 de 2006.
Signed: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _Date:_ _ _ _ _ _ _ __ James R. Zappala, Owner of Zappala Farms

EXHIBIT C-l

ZAPPALA FARMS, L.L.c.

ANTI-DISCRIMINATION AND ANTI-HARASSMENT POLICY AND PROCEDURES

At Zappala Farms, L.L.C. the role of each employee is important to achieving our goal of a discrimination free work environment where all employees can contribute, we seek to:

*

Provide equal opportunity employment in all employment-related

matters, including hiring, training, promotion, compensation,

benefits, transfers and other personnel actions, without regard to

race, religion, citizenship, color, sex, national origin, age, disability,

marital status or veteran status or any other characteristic protected

by federal, state or local law;

*

Encourage individual gro\Vih and participation throughout the

organization and to provide opportunities to develop through training

and advancement;

*

Provide for a safe and healthy working environment;

*

Keep employees informed of significant developments within the

organization, particularly those which affect them directly;

*

Prohibit the harassment of or discrimination against any employee

by a co-worker, supervisor, customer or other individual on the basis

of sex, color, race, religion, disability, age, marital status, veteran's

status or any other characteristic protected by law;

*

Encourage employees to report any perceived instance of harassment

or discrimination or to request assistance or accommodation without

fear of retaliation or reprisal;

*

Provide reasonable accommodation to enable otherwise qualified

individuals with a disability to perform the essential functions of

their jobs; and

*

Provide reasonable accommodation for applicants and employees

religious beliefs and practices

ZAPPALA FARMS, L.L.C.
ANTI-DISCRIMINATION AND ANTI-HARASSMENT POLICY AND PROCEDURES
It is the policy of Zappala Farms, L.L.C. that all employees should be able to enjoy a work environment free of discrimination and harassment.
Harassment includes display or circulation of written materials or pictures degrading to either gender or to racial, ethnic, or religious groups; and verbal abuse or insults, directed at or made in the presence of members of a racial, ethnic, or minority group.
Harassment also refers to behavior which is personally offense, impairs morale, and interferes with the work effectiveness of employees. Any unlawful harassment of employees by other employees or management will not be permitted, regardless of their working relationship.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other offensive verbal or physical conduct that is sexual in nature such as unwanted sexual comments, innuendos, suggestions or jokes. Sexual harassment undermines the employment relationship by creating an intimidating, hostile, or offensive work environment and will not be tolerated.
In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment of which they become aware by emphasizing he company policy and, when necessary, by more direct disciplinary action.
COMPLAINT PROCEDURES
Individuals who believe they have been subjected to unlawful discrimination or harassment from either a coworker or a supervisor should, if possible, make it clear to the offender that such behavior is offensive to them and should immediately bring the matter to the attention of their crew leader or Heidi Smalling at the Zappala Farms, L.L.C. offices, 11404 Schuler Road, Cato, New York 13033, (315) 626-6671.
Individuals who wish to speak with management personnel other than their manager or supervisor should refer their complaint to James R. Zappala, 11404 Schuler Road, Cato, New York 13033, (315) 626-6671, who will make his independent inquiry or refer the individual to the proper management representative. All allegations or harassment will be immediately investigated. It is important for employees who feel that they have been harassed to report incidents to management and management will not retaliate against employees who make claims of discrimination or harassment or assist with such claims.
Anyone found to have engaged in any type of unlawful harassment shall be subject to discipline, up to and including discharge.

ZAPPALA FARMS, L.L.C. ANTI-DISCRIMINATION AND ANTI-HARASSMENT POLICY AND PROCEDURES
REASONABLE ACCOMMODATION FOR DISABLED EMPLOYEES

Policy:

Zappala Farms, L.L.C. is committed to employing all individuals on the basis of ability rather than disability, and complies with the Americans with Disabilities Act and applicable state and local laws prohibiting discrimination in employment against qualified individuals with disabilities. Zappala Farms, L.L.c. will endeavor to provide reasonable accommodations requested by all employees with documented disabilities who are otherwise able to perform the essential functions of their job.

Procedures:

Qualified individuals with disabilities may make requests for reasonable accommodation to their crew leader or Heidi Smalling. A reasonable accommodation may include any action which enables an individual with a disability to perform the essential functions of his or her position but which does not result in an undue hardship to the business or pose a threat to the health and safety of the employee or coworkers. Management will determine the feasibility of the required accommodation, considering various factors, including but not limited to, the nature and cost of the accommodation, the availability of outside resources, the overall financial resources, organization and the accommodation's impact on the operation of the business. Zappala Farms, L.L.C. will work with all employees and their supervisors in determining the most effective accommodations that can be reasonably provided on an individual basis.

Zappala Farms, L.L.C. may require that the individual requesting the accommodation provide adequate medical certification and a job related functional assessment. It may, under certain circumstances, request and finance an independent medical examination. Also, in some instances, Zappala Farms, L.L.C. may not approve the accommodation requested by the employee but may provide an alternate accommodation.

The employee will be informed of the decision on the accommodation request by their crew leader or Heidi Smalling. If the accommodation request is denied, the employee may appeal the facility's decision by contacting Mr. James Zappala, Managing Member of Zappala Farms, L.L.C. through the main office at 11404 Schuler Road, Cato, New York 13033, (315) 626-6671.

EXHIBIT C-2

GRANJAS DE ZAPPALA, L.L.C.

POLITICA Y PROCEDIMIENTOS DE LA CONTRA-DISCRIMINACION Y DEL CONTRA-HOSTIGAMIENTO

En Zappala Cultiva, L.L.C. la parte de cada empleado es importante para la realizacion de nuestra meta de una ambiente sin discriminacion en el trabajo donde todos los empleados pueden contribuir, nosotros buscamos:

• Proporcionar el empleo con oportunidad igual en todas las materias relativas al empleo, incluendo emplear, entrenamiento, promocion, remuneracion, ventajas, transferencias y otras acciones del personal, sin consideracion hacia la raza, religion, ciudadania, color, sexo, origen nacional, edad, inhabilidad, estado del matrimonial 0 del verano 0 cualquier otra caracteristica protegidas por las leyes federal, del estado 0 local;

• Animar el crecimiento y la participacion individuales durante la organizacion y proporcionar oportunidades para desarrollarse por medio del entrenamiento y de la promocion;

• Prevear un ambiente de trabajo segura y sano;

• Mantener empleados informados de los progresos significativos dentro de la organizacion, particularmente esos cuMes los afectan directamente;

• Prohibir el hostigamiento 0 la discriminacion contra cualquier empleado por un compafiero de trabajo, supervisor, cliente 0 otro individuo en base de sexo, color, raza, religion, inhabilidad, edad, estado, veterano 0 cualquier otra caracteristica protegida por la ley;

• Animar los empleados que divulguen cualquier percibido caso de hostigamiento 0 discriminacion 0 que soliciten ayuda 0 comodidad sin el miedo de la venganza 0 represalia;

• Proporcionar la comodidad razonable para permitir a individuos con una inhabilidad pero de otra manera cualificados realizar las funciones esenciales de sus trabajos; y

• Proporcionar la comodidad razonable para los aspirantes y la creenCla y pnicticas religiosas de los empleados

GRANJAS DE ZAPPALA, L.L.C.
POLiTICA Y PROCEDIMIENTOS DE LA CONTRA-DISCRIMINACION Y DEL CONTRA-HOSTIGAMIENTO
Es la politica de las Granjas de Zappala, L.L.C/ que todos los empleados deben poder gozar de un ambiente del trabajo libre de la discriminaci6n y del hostigamiento.
El hostigamiento incluye la exhibici6n 0 la circulaci6n de los materiales 0 los cuadros escritos que degradan al genero 0 a los grupos raciales, etnicos, 0 religiosos; y el abuso 0 los insultos verbales, dirigidos 0 hechos en la presencia de los miembros de un grupo racial, etnico, 0 de la minoria.
El hostigamiento tambien refiere al comportamiento que es personalmente ofensa, deteriora moral, y interfiere con la eficacia del trabajo de empleados. Ningun hostigamiento ilegal de los empleados hecho por los otros empleados 0 gerencia sera permitido, sin importar su relaci6n de funcionamiento.
El hostigamiento sexual incluye los avances sexuales inc6modos, los pedidos de favores sexuales, y cualquier otra conducta verbal 0 fisica ofensiva que es sexual en caracter tal como comentarios, innuendos, sugerencias 0 bromas sexuales indeseadas. El hostigamiento sexual mina la relaci6n del empleo creando un ambiente de trabajo que es intimidado, hostil, 0 ofensivo y no sera tolerado.
En satisfacer su obligaci6n de mantener un ambiente positivo y productivo del trabajo, se espera que los encargados y los supervisores paren inmediatamente cualquier hostigamiento de el cual se hagan saber por modo de acentuar la politica de la compafiia y, cuando sea necesario, con acci6n mas disciplinaria directa.
PROCEDIMIENTOS DE LA QUEJA
Individuos que creen que han sido sujetado a la discriminaci6n ilegal 0 al hostigamiento por un compafiero de trabajo 0 un supervisor deben, si es posible, hacerlo claro al delincuente que tal comportamiento es ofensivo a ellos y deben traer inmediatamente la materia a la atenci6n de su lider del equipo 0 Heidi Smalling en las Granjas de Zappala, oficinas de L.L.C., camino de 11404 Schuler, Cato, Nueva York 13033, (315)626-6671.
Individuos que desean hablar con personal de gerencia con excepci6n de su encargado 0 el supervisor deben referir su queja a James R. Zappala, camino de 11404 Schuler, Cato, Nueva York 13033, (315)626-6671, que hani su investigaci6n independiente 0 referira al individuo con el representante apropiado de la gerencia. Todas las alegaciones de hostigamiento seran investigadas inmediatamente. Es importante que los empleados que sienten que han sido hostigados divulguen las incidentes a la gerencia y la gerencia no tomara represalias contra los empleados que hacen demandas de la discriminaci6n 0 del hostigamiento 0 asisten con tales demandas.
Cualquier persona encontrada haber enganchado en cualquier tipo de hostigamiento ilegal sera conforme a disciplina, hasta y incluyendo la despedida.

----------------------------------------------~-

---

----

GRANJAS DE ZAPPALA, L.L.C.

POLiTICA Y PROCEDIMIENTOS DE LA CONTRA-DISCRIMINACION Y DEL CONTRA-HOSTIGAMIENTO

COMODIDAD RAZONABLE PARA LOS EMPLEADOS INCAPACITADOS

Politica:

Zappala Cultiva, L.L.C. esta cometida emplear a todos los individuos en base de capacidad mas bien que inhabilidad, y se conforma con el Acto de los Americanos con Inhabilidades y las leyes aplicables del estado y locales que prohiben la discriminaci6n en el empleo contra individuos cualificados con inhabilidades. Zappala Cultiva, L.L.C. esforzara proveer comodidades razonables pedidas por todos los empleados con inhabilidades documentadas que pueden de otra manera realizar las funciones esenciales de su trabajo.

Procedimientos:

Los individuos cualificados con inhabilidades pueden pedir comodidades razonables a su lider del equipo 0 Heidi Smalling. Una comodidad razonable puede inc1uir cualquier acci6n que permite a un individuo con una inhabilidad realizar las funciones esenciales de su posici6n pero que no resulta en una dificultad indebida al negocio ni plantee una amenaza a la salud y a la seguridad del empleado 0 de los compafieros de trabajo. La gerencia determinara la viabilidad de la comodidad requerida, tomando en cuenta varios factores, inc1uyendo pero no limitados a, el genero y el coste de la comodidad, la disponibilidad de recursos exteriores, los recurs os financieros totales, la organizaci6n y el impacto de la comodidad en la operaci6n del negocio. Las Granjas de Zappala, L.L.C. trabajaran con todos los empleados y sus supervisores en la determinaci6n de las comodidades mas eficaces que se pueden razonablemente proporcionar en una base individual.

Zappala Cuitiva, L.L.C. puede requerir que el individuo que solicita la comodidad proporcione suficiente certificaci6n medica y un examen funcional relacionado al trabajo. Puede, bajo ciertas curcunstancias, petici6nar y financiar una examinaci6n medica independiente. Tambien, en algunos casos, Zappala Cultiva, L.L.C. puede no aprobar la comodidad pedida por el empleado pero puede proporcionar una comodidad alterna.

El empleado sera informado de la decisi6n sobe la petici6n de la comodidad por su lfder del equipo 0 Heidi Smalling. Si se niega la petici6n de la comodidad, el empleado puede abrogar la decisi6n de la facilidad al ponerseen contracto con Sf. James Zappala el miembro de manejo, de Granjas de Zappala, L.L.C. por la oficina principal en el camino de 11404 Schuler, Cato, Nueva York 13033 (315)626-6671.

 
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CLOSED
U.S. District Court Northern District of New York - Main Office (Syracuse) [LIVE - Version 3.0.3] (Syracuse)
CIVIL DOCKET FOR CASE #: 5:02-cv-01220-NPM-GJD

Equal Employment Com v. Zappala Farms, LLC Assigned to: Senior Judge Neal P. McCurn Referred to: Magistrate Judge Gustave J. DiBianco Demand: $0 Cause: 28:1331 Federal Question: Other Civil Rights

Date Filed: 09/25/2002 Date Terminated: 10/16/2003 Jury Demand: Plaintiff Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff

Plaintiff Equal Employment Com

represented by Sunu P. Chandy Equal Employment Opportunity Commission - NY 33 Whitehall Street 5th Floor New York, NY 10004 212-336-3706 Fax: 212-336-3623 Email: sunu.chandy@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED

Intervenor Plaintiff Elias Mendoza

represented by Patricia C. Kakalec Workers' Rights Law Center of New York, Inc. 101 Hurley Avenue Suite 5 Kingston, NY 12401 845-331-6615 Fax: 845-331-6617 Email: tkakalec@wnylc.com LEAD ATTORNEY ATTORNEY TO BE NOTICED

V. Defendant Zappala Farms, LLC

represented by Joseph E. Wallen Amdursky, Pelky Law Firm 26 East Oneida Street Oswego, NY 13126 315-343-6363 Fax: 315-343-0134 Email: jwallen@apfwlaw.com

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Intervenor Defendant James Zappala

LEAD ATTORNEY ATTORNEY TO BE NOTICED

Date Filed 09/25/2002 09/25/2002 11/04/2002 11/05/2002 11/05/2002 11/05/2002 11/05/2002
11/07/2002 11/07/2002 11/07/2002

#

Docket Text

1 COMPLAINT filed; Service deadline 11/24/02 for Zappala Farms, LLC (mnm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 09/26/2002)
General Order 25 Filing Order Issued; Conference set before Magistrate Judge Gustave J. DiBianco in Syracuse, Status Conference at 12:00 1/15/03, Deadline for filing Case Management Plan, 1/5/03, ADR Track Case. (mnm) (Entered: 09/26/2002)
2 Change of Address received. Effective date: 11/12/02 from/for plaintiff Equal Employment Com New Address: 33 Whitehall Street, 5th Fl Old Address: 201 Varick St. Rm (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/04/2002)
3 MOTION to Intervene by Elias Mendoza Motion returnable before Judge/Mag. Judge: McCurn (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/05/2002)
4 MEMORANDUM by Elias Mendoza in support of [3-1] motion to Intervene by Elias Mendoza (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/05/2002)
5 AFFIRMATION by Patricia Kakalec, Eq. on behalf of Elias Mendoza w/exhibits 1, 2 in support Re: [3-1] motion to Intervene by Elias Mendoza (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/05/2002)
6 Letter ORDER, advising counsel that the motion to intervene will be considered by Judge McCurn and Response to Motion reset to 11/21/02 for [3-1] motion to Intervene by Elias Mendoza . The motion will be considered on the papers submitted unless the court determines that oral argument is desired. In that case the court will advise counsel of a date. ( signed by Senior Judge Neal P. McCurn ) Date Entered: 11/5/02 (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/05/2002)
7 RESPONSE/Letter from Sunu P. Chandy, Esq. for Equal Employment Com stating no opposition to [3-1] motion to Intervene by Elias Mendoza (lmp) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/08/2002)
8 RESPONSE/Letter from Joseph E. Wallen, Esq. for Zappala Farms, LLC stating no opposition to [3-1] motion to Intervene by Elias Mendoza (lmp) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/08/2002)
9 ORDER granting [3-1] motion to Intervene by Elias Mendoza as Pltf-Intervenor (signed by Senior Judge Neal P. McCurn on 11/7/02) (lmp) (Entered: 11/08/2002)

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11/08/2002 11/27/2002 01/02/2003 01/06/2003
01/10/2003 01/15/2003
01/15/2003
01/21/2003 03/03/2003 03/11/2003 03/26/2003 03/28/2003 06/17/2003
10/14/2003

10 ANSWER to Complaint by Zappala Farms, LLC (Attorney Joseph Wallen) (lmp) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/08/2002)
11 Intervenor's COMPLAINT by Elias Mendoza against Zappala Farms, LLC and James Zappala. (lmp) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 11/27/2002)
12 Proposed Joint Civil Case Management Plan Submitted. (kmg) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 01/02/2003)
13 WAIVER OF SERVICE Returned Executed as to Zappala Farms, LLC, Zappala Farms, LLC, James Zappala 12/6/02 Answer due on 2/4/03 for James Zappala, for Zappala Farms, LLC, for Zappala Farms, LLC (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 01/06/2003)
14 ANSWER to Complaint by Zappala Farms, LLC, Zappala Farms, LLC, James Zappala (Attorney Wallen), (tjm) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 01/14/2003)
15 Minute entry: TELEPHONE CONFERENCE WITH MAG. JUDGE DI BIANCO. APPEARANCES: Sunu P. Chandy, Esq. for Plaintiff; Joseph E. Wallen, Esq. for Deft. ALSO PRESENT: Patricia C. Kakalec, Esq. for Intervenor-Plaintiff RULINGS: Initial status conference held. Uniform Pretrial Scheduling Order issued. (kmg) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 02/12/2003)
16 Uniform Pretrial Order; Length of Trial: 3 days; Trial Location: Syracuse, NY; Joining of Parties Deadline 3/14/03 ; Amending of Pleadings Deadline 3/14/03 ; Discovery Deadline 9/15/03 ; Motion Filing Deadline 12/15/03 ; Mediation Deadline 5/15/03 ; ( Signed by: Magistrate Judge Gustave J. DiBianco ) (kmg) (Entered: 02/12/2003)
Sent notice to all counsel re: that the selection of a mediator must be completed on or b/f 2/4/03. (fce) (Entered: 01/21/2003)
Parties have selected Michael Balanoff to serve as mediator in this case; sent med. pkt. to all counsel and Mr. Balanoff. (fce) (Entered: 03/03/2003)
Atty. M. Balanoff not able to serve as mediator; parties to select new mediator on or b/f 3/25/03** (fce) (Entered: 03/11/2003)
17 REQUEST and ORDER: mediation deadline extended to 5/29/03 (signed by Magistrate Judge Gustave J. DiBianco) [served 3/26/03] (plp) (Entered: 03/28/2003)
Ray deSilva has been selected to serve as mediator; sent med. pkt. to all counsel and Mr. deSilva. (fce) (Entered: 03/28/2003)
18 LETTER/NOTICE OF SETTLEMENT filed by Sunu Chandy, Esq. for pltf. Equal Employment Com; Letter advising the Court that parties have reached a monetary settlement, and a consent decree is forthcoming (kcl) Additional attachment(s) added on 8/17/2004 (lmp, ). (Entered: 06/17/2003)
19 LETTER/ORDER dated 10/13/03; Letter addressed to Counsel for parties advising that the Court's record indictates that on 6/17/03, the parties were

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10/15/2003 10/16/2003 10/16/2003

advised by pltfs. atty. that the matter was settled and a consent decree was forthcoming; Parties are directed to forward a stipulation discontinuing this matter signed by all counsel; so Ordered ( signed by Senior Judge Neal P. McCurn 10/13/03 ) (kcl) (Entered: 10/15/2003)
20 CONSENT DECREE/JUDGMENT for James Zappala, Elias Mendoza, Zappala Farms, LLC, Equal Employment Com ( signed by Senior Judge Neal P. McCurn 10/15/03 ) (kcl) (Entered: 10/16/2003)
21 CONSENT DECREE/JUDGMENT for James Zappala, Elias Mendoza, Zappala Farms, LLC, Equal Employment Com ( signed by Senior Judge Neal P. McCurn ) (kcl) (Entered: 10/16/2003)
Case closed (kcl) (Entered: 10/16/2003)

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