2005 WL 1073669 (D.Md.) (Cite as: 2005 WL 1073669)

Page 1

For Dockets See 1:05cv00890
Call Westlaw CourtExpress at 1-877-DOC-RETR (1-877-362-7387)to order copies of documents related to this or other matters.Additional charges applyUnited States District Court, D. Maryland. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, Plaintiff, v. THE MARYLAND CLASSIFIED EMPLOYEES ASSOCIATION, INC., Defendant. Civil Action No. 1:05-cv-00890-JFM March 31, 2005.
Complaint and Jury Trial Demand Equal Employment Opportunity Commission, Eric S. Dreiband, General Counsel, James Lee, Deputy General Counsel, Gwendolyn Young Reams, Associate General Counsel, Gerald S. Kiel (Bar No. 07770), Regional Attorney, Tracy Hudson Spicer (Bar No. ??), Supervisory Trial Attorney, EEOC-Baltimore District Office, Baltimore, Maryland
NATURE OF THE ACTION
This is an action under Title VII of the Civil Rights Act of 1964, as amended (“Title VII”) and Title I of the Civil Rights Act of 1991 to correct unlawful employment practices on the basis of retaliation, and to provide appropriate relief to Charging Party Vance McDonald. As alleged with greater particularity, below, the United States Equal Employment Opportunity Commission (“the Commission”) alleges that Defendant, The Maryland Classified Employees Association, Inc. (“MCEA”), has committed retaliation in violation of Title VII by terminating Vance McDonald's employment for his engaging in conduct protected by Title VII.
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 706(f)(1) and (3) of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e-5(f)(1) and (3), (“Title VII”) and Section 102 of the Civil Rights Act of 1991, 42 U.S.C. § 1981a.
2. The employment practices alleged to be unlawful were committed within the jurisdiction of the United States District Court for the District of Maryland, Northern Division.
PARTIES
3. Plaintiff, the United States Equal Employment Opportunity Commission (the “Commission”), is the 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(f)(1) and (3) of Title VII, 42 U.S.C. § 2000e-5(f)(1) and (3).
© 2007 Thomson/West. No Claim to Orig. U.S. Govt. Works.

2005 WL 1073669 (D.Md.) (Cite as: 2005 WL 1073669)

Page 2

4. At all relevant times, Defendant MCEA is an independent labor organization, incorporated in the State of Maryland, which has continuously been doing business in the State of Maryland, the City of Baltimore and the City of Annapolis, and has continuously had at least 15 employees.
5. At all relevant times, Defendant has continuously been an employer engaged in an industry affecting commerce within the meaning of Section 701(b), (g) and (h) of Title VII, 42 U.S.C. § 2000e(b), (g) and (h).
STATEMENT OF CLAIMS
6. More than thirty days prior to the institution of this lawsuit, Vance McDonald filed a charge of discrimination with the Commission alleging violations of Title VII by Defendant. All conditions precedent to the institution of this lawsuit have been fulfilled.
7. Since at least September 2003, Defendant has engaged in unlawful employment practices in violation of Section 704(a) of Title VII, 42 U.S.C. §§ 2000e-3(a).
8. On or about September 2003, Defendant engaged in retaliatory conduct against Vance McDonald for having opposed conduct which is discriminatory under Title VII and for having participated in an EEOC investigation in violation of Section 704(a) of Title VII. Defendant had knowledge of Mr. McDonald's opposition of sexual harassment on behalf of an employee and his participation in the EEOC's investigation of that employee's charges of discrimination against MCEA for sexual harassment and retaliation. Soon thereafter Mr. McDonald's participation in the EEOC investigation he was terminated from his position as a Labor Relations Representative.
9. The effect of the practices complained of in paragraph 8, above, has been to deprive Vance McDonald of equal employment opportunities and otherwise adversely affect the terms and conditions of his employment because he engaged in conduct protected under Section 704(a) of Title VII.
10. The unlawful employment practices complained of in paragraph 8, above, were intentional
11. The unlawful employment practices complained of in paragraph 8, above, were done with malice or with reckless indifference to the federally protected rights of Vance McDonald.
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 it, from engaging in discrimination for conduct protected under Section 704(a) of Title VII, and any other employment practice which constitutes unlawful discrimination.
B. Order Defendant to institute and carry out policies, practices, and programs

© 2007 Thomson/West. No Claim to Orig. U.S. Govt. Works.

2005 WL 1073669 (D.Md.) (Cite as: 2005 WL 1073669)

Page 3

which provide equal employment opportunities for all persons, and which eradicate the effects of its past and present unlawful employment practices.
C. Order Defendant to make whole Vance McDonald by providing compensation for past and future pecuniary losses resulting from the unlawful employment practices described in paragraph 8 above, in amounts to be determined at trial.
D. Order Defendant to make whole Vance McDonald by providing compensation for past and future non-pecuniary losses resulting from the unlawful practices complained of in paragraph 8, above, including emotional pain, suffering, inconvenience, mental anguish, loss of enjoyment of life, and other non-pecuniary losses, in amounts to be determined at trial.
E. Order Defendant to pay Vance McDonald punitive damages for the malicious and reckless conduct described in paragraph 8, above, in amounts 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.
JURY TRIAL DEMAND
The Commission requests a jury trial on all questions of fact raised by its complaint. Respectfully submitted, EQUAL EMPLOYMENT OPPORTUNITY COMMISSION ERIC S. DREIBAND, General Counsel JAMES LEE, Deputy General Counsel GWENDOLYN YOUNG REAMS, Associate General Counsel GERALD S. KIEL (Bar No. 07770), Regional Attorney TRACY HUDSON SPICER (Bar No. ??), Supervisory Trial Attorney, EEOC-Baltimore District Office, City Crescent Building, 3rd Floor, 10 South Howard Street, Baltimore, Maryland 21201, Telephone number: (410) 962-4623, Facsimile number: (410) 962-4270/2817
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, Plaintiff, v. THE MARYLAND CLASSIFIED EMPLOYEES ASSOCIATION, INC., Defendant. 2005 WL 1073669 (D.Md.)
END OF DOCUMENT

© 2007 Thomson/West. No Claim to Orig. U.S. Govt. Works.

 
 UNITED STATES DISTRICT COURT FOR THE DISTRICT OF MARYLAND NORTHERN DIVISION

EQUAL EMPLOYMENT

)

OPPORTUNITY COMMISSION

)

)

and

)

)

VANCE C. MCDONALD

)

)

)

Plaintiffs

)

v.

)

)

THE MARYLAND CLASSIFIED

)

EMPLOYEES ASSOCIATION, INC.

)

)

Defendant

)

____________________________________)

Civil Action No.: JFM 05 cv 0890

INTERVENOR’S COMPLAINT AND ELECTION FOR JURY TRIAL
Now comes Vance C. McDonald, Plaintiff, by his attorneys, Morton Edelstein, Patrick J. Perkins and the Law Office of Edelstein & Radford pursuant to Rule 24 of the Federal Rules of Civil Procedure, and sues The Maryland Classified Employees Association, Inc. (hereinafter “MCEA”), Defendant, and for reasons states:
1. Plaintiff is bringing this action under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e, et seq.
2. The unlawful employment practices alleged below were committed in Baltimore, Maryland, which is within the jurisdiction of the United States District Court for the District of Maryland, Northern Division.
3. At all relevant times, the Defendant has been an independent labor organization incorporated in and continuously doing business in the State of Maryland, the City of Baltimore and Annapolis, and has continuously had at least fifteen (15) employees.

4. At all relevant times, MCEA has continuously been an employer engaged in an industry affecting commerce within the meaning of Sections 701(b), (g) and (h) of Title VII, 42 U.S.C. 2000e-(b), (g) and (h).
5. That the Plaintiff has been granted the right to intervene in this action. 6. More than thirty (30) days prior to the institution of this lawsuit, Vance C. McDonald filed a Charge of Discrimination with the EEOC alleging violations of Title VII by the Defendant. All other conditions precedent to the institution of this lawsuit have been fulfilled. 7. Since at least September 2003, Defendant has engaged in unlawful employment practices in violation of Section 703(a) of Title VII, 42 U.S.C. 2000e-2(a). 8. That Plaintiff participated in an EEOC investigation of another employee’s charge of discrimination against MCEA for sexual harassment and retaliation. 9. That the Defendant had knowledge of Plaintiff’s opposition to sexual harassment on behalf of an employee, and his participation in the EEOC’s subsequent investigation of that employees charge of discrimination. 10. That around September 2003, shortly after Plaintiff’s participation in the EEOC investigation, the Defendant terminated Plaintiff from his position as a Labor Relations Representative. 11. That the Defendant’s termination of Plaintiff’s employment amounted to retaliatory conduct against him for having opposed conduct which is discriminatory under Title VII and for having participated in an EEOC investigation in violation of Section 704(a) of Title VII. 12. The effect of the practices complained of in paragraphs 8-11 above has been to deprive Plaintiff of equal employment opportunities and otherwise adversely affect the terms and conditions of his employment because he engaged in conduct protected by Section 704(a) of Title VII. 13. The unlawful employment practices complained of in paragraphs 8-11 above were intentional.

14. The unlawful employment practices complained of in paragraphs 8-11 above were
done with malice or with reckless indifference to the federally protected rights of the Plaintiff.
WHEREFORE, the Plaintiff, Vance C. McDonald, respectfully requests that this Court:
A. Order Defendant to make whole Plaintiff by providing appropriate back pay with
prejudgment interest in amounts to be determined at trial, and other affirmative pecuniary relief
necessary to eradicate the effects of the unlawful employment practices;
B. Order Defendant to make whole Plaintiff by providing compensation for non-pecuniary
losses, including emotional pain, suffering and mental anguish, in amounts to be proven at trial;
C. Order Defendant to pay punitive damages for its malice and reckless disregard to
Plaintiff’s federally protected rights to have a work environment free from retaliation in accordance
with Title VII, in amounts to be proven at trial; and
D. Order Defendant to pay counsel fees.
EDELSTEIN & RADFORD
/s/ ____________________________ Morton Edelstein, Esquire Federal Bar No.: 01339 110 St. Paul Street, Suite 402 Baltimore, Maryland 21202 (410) 685-0770
/s/ ____________________________ Patrick J. Perkins, Esquire Federal Bar No.: 27782 110 St. Paul Street, Suite 402 Baltimore, Maryland 21202 (410) 685-0770
Attorneys for Plaintiff

ELECTION FOR JURY TRIAL Plaintiff, Vance C. McDonald, by Morton Edelstein, Patrick J. Perkins and the Law Office of Edelstein & Radford, his attorneys, pursuant to Rule 38(b) of the Federal Rules of Civil Procedure, hereby makes a demand for a trial by jury in the above captioned matter.
EDELSTEIN & RADFORD
/s/ ____________________________ Morton Edelstein, Esquire Federal Bar No.: 01339 110 St. Paul Street, Suite 402 Baltimore, Maryland 21202 (410) 685-0770
/s/ ____________________________ Patrick J. Perkins, Esquire Federal Bar No.: 27782 110 St. Paul Street, Suite 402 Baltimore, Maryland 21202 (410) 685-0770
Attorneys for Plaintiff

 
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Case 1:05-cv-00890-JFM Document 27 Filed 08/16/2006 Page 1 of 4
ATTACHMENT A
MARYLAND CLASSIFIED EMPLOYEES ASSOCIATION, INC. POLICY PROHIBITING HARASSMENT AND DISCRIMINATION
MCEA has zero tolerance for harassment and discrimination. It is the policy ofMCEA to maintain a work environment that is free from harassment and discrimination based on (1) sex (whether or not of a sexual nature), (2) national origin, (3) color, (4) race, (5) religion, (6) age, (7) disability, and (8) pregnancy, childbirth or related medical conditions, and from (9) retaliatory harassment and discrimination based on opposition to harassment/discrimination or participation in harassment/discrimination complaint proceedings. In addition, it is MCEA policy that no retaliation will be tolerated against any employee for reporting harassment or discrimination under this or any other policy or procedure, or for assisting in any investigation. Harassment and discrimination violates both federal and state law and will not be tolerated.
WHAT IS DISCRIMINATION?
The types of discrimination prohibited by this policy, and by federal and state law, include actions that relate to hiring, layoff, recall, firing, promotion, suspension and other discipline, pay, leave and other benefits, breaks, and all other aspects of the employment relationship. Decisions regarding these matters are not allowed to be based upon sex, national origin, color, race, religion, age, disability, pregnancy, childbirth or related medical conditions, or because someone has opposed harassment/discrimination or participated in harassment/discrimination complaint proceedings.
WHAT IS HARASSMENT?
Generally speaking, "harassment" is defined as any unwelcome verbal or physical conduct based on someone's sex (whether or not of a sexual nature), national origin, color, race, religion, age, disability, pregnancy, childbirth or related medical conditions, or because someone opposed harassment/discrimination or participated in harassment/discrimination complaint proceedings when: (1) the conduct negatively affects the work environment or (2) an employment decision affecting the employee is based on the employee's acceptance or rejection of such conduct. While there are many different kinds of acts that can constitute harassment (because there are many different ways a person may be mistreated for illegal reasons), some examples include:
(a) sexual advances, sexual comments and innuendo, requests or demands for sex, offensive touching, sex-related jokes, etc.; (b) unwelcome comments about a person's attractiveness or herlhis body, unwelcome statements expressing romantic interest in another person; (c) name calling, teasing, slurs, offensive visual displays/pictures/gestures, or any negative comments or jokes about a person's race, national origin, color, sex, religion, age, disability, pregnancy, childbirth or related medical conditions, actions in opposition to discrimination or participation in a discrimination complaint process; (d) acts ofphysical violence, threats ofviolence, or other acts that are physically threatening
1

Case 1:05-cv-00890-JFM Document 27 Filed 08/16/2006 Page 2 of 4
in nature such as using one's body to "comer" another employee; (e) destruction or theft of another person's property; (t) interference with another person's work or attempts to interfere with that work; (g) disciplinary actions, threats ofdisciplinary actions and any other discriminatory acts; and (h) negative comments or offensive actions toward or about another person when the reason is the other person's race, national origin, color, sex, religion, age, disability, pregnancy, childbirth or related medical conditions, actions opposing harassment/discrimination or participation in a harassment/discrimination complaint process. This is harassment even if the victim's sex, national origin, etc. are not mentioned by the person doing the harassment. An example ofthis would be treating a person ofsex or ethnic group differently from persons of another sex or ethnic group by calling himlher vulgar or insulting names or cursing at him/her.
WHO IS PROTECTED BY THIS POLICY?
Both federal and state law and this policy protects all employees and job applicants from harassment or discrimination by any person, including directors, officers, managers, supervisors, co-workers of any rank or position, contractors, vendors and members.
WHAT ARE THE CONSEQUENCES FOR VIOLATING THIS POLICY?
Any person who engages in harassment or discrimination will be subject to appropriate disciplinary action, up to and including immediate firing. Furthermore, failure ofa supervisor or manager to perform any oftheir responsibilities under this policy will result in appropriate disciplinary action, up to and including immediate firing.
WHAT SHOULD I DO IF I BELIEVE THAT I AM BEING HARASSED OR DISCRIMINATED AGAINST?
Persons who believe that they are being harassed or discriminated against should report it to any supervisor, any management official, any MCEA officer, the President, or to [Defendant shall insert here name, title and telephone number of person designated to receive and take action regarding reports]. In addition, you have a right under the law to report harassment or discrimination to (A) the U.S. Equal Employment Opportunity CommissIOn ("EEOC"), which is a U.S. Government agency that enforces the federal laws that prohibit harassment and discrimination, or (B) the Maryland Commission on Human Relations ("MCHR"), which is the State ofMaryland agency that enforces state laws prohibiting harassment and discrimination. MCEA respects your right to contact the EEOC and MCHR and will not take any action against you because you have contacted either agency or have filed a written complaint (called a "Charge of Discrimination") with them. The EEOC can be reached at (410) 962-3932 or toll free at 1-800-669-4000. For the hearing impaired, TTY numbers are (410) 962-6065 and 1-800-669-6820. MCHR can be contacted ate410) 767-8600.
2

Case 1:05-cv-00890-JFM Document 27 Filed 08/16/2006 Page 3 of 4
WHAT HAPPENS AFTER THERE IS A REPORT OF HARASSMENT OR DISCRIMINATION?
After a report of harassment or discrimination made by an employee, either about her/himself or about another person who may be harassed or discriminated against, MCEA will conduct a prompt, fair, and complete investigation. Until it completes the investigation, MCEA will also take necessary steps to make sure that there is no further harassment or discrimination against you. When the investigation is completed, MCEA will take appropriate corrective action as warranted. Reports made by employees and investigations of those reports will be kept confidential unless disclosure is required to complete the investigation or by law. There will be absolutely no retaliation or negative action taken against you for reporting harassment or discrimination.
WHO IS RESPONSIBLE FOR ENFORCING THE POLICY?
MCEA and its officers, directors, managers, and supervisors are responsible for enforcing this policy. We take that responsibility very seriously. All employees ofwhatever rank are also responsible for obeying the policy and for cooperating fully in its enforcement.
WHAT RESPONSIBILITIES DO MANAGERS AND SUPERVISORS HAVE UNDER THIS POLICY?
First and foremost, it is the duty of all MCEA supervisors and managers to obey this policy, including refraining from harassment and discrimination. You are expected to lead by example. The success of the MCEA depends on this. Also, it is the duty of all supervisors and management officials to monitor the workplace for harassment and discrimination. Ifyou suspect that harassment or discrimination has taken place, even if no one has reported it to you, it is your duty to promptly report your observations and suspicions to the President and to [Defendant shall insert here name, title and telephone number of person designated to receive and take action regarding reports]. Furthermore, it is the duty of all supervisors and all management officials who receive a complaint ofharassment or discrimination to promptly report the complaint to the President and to [Defendant shall insert here name, title and telephone number of person designated to receive and take action regarding reports]. Moreover, it is the duty of all supervisors and managers to know and understand this policy, and to provide answers to questions that employees may ask about the policy.
WHAT RESPONSIBILITIES DO ALL EMPLOYEES HAVE UNDER THIS POLICY?
All employees must refrain from engaging in any harassment or discrimination. In addition, all employees should promptly report any incidents of harassment or discrimination that they witness and fully cooperate with any investigations.
WHAT DO I DO IF I HAVE ANY QUESTIONS ABOUT THIS POLICY?
If you have questions about this policy, you may ask any supervisor, any management official, any MCEA officer, or [Defendant shall insert here name ofperson designated to receive and take action
3

Case 1:05-cv-00890-JFM Document 27 Filed 08/16/2006 Page 4 of 4 regarding reports].
4

Case 1:05-cv-00890-JFM Document 27 Filed 08/16/2006 Page 1 of 1
QUAL
EMPLO EN OPPORTUNIT COMMISSION

TO EMPLOYEES POS'rED PURSUANT TO A CONSENT .REE BET\\/EEN THE EQUAL EMPLO'{MENT OPPORTUNIT" COMMISSION.
AN AG.ENCY OF UNITED STATES GOVERNMENT AND MARYLAND CLASSIFIED EMPLOYEES ASSOCIATION

sU!d;'!eslions. phvsical touching and se~~al assault. • thcassment can be overt or subtle, and hehavior that may be appropriate in a J1OlHVOrk setting may be unacceptable in the workplace.

962-3933 or \\ \\\v

t'ndc:r Section 703 Title VIr Righ!s :\ct of 1964. as

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conJitiu!lS

t:nder Section 704 Title VB the Ch'il Rights Act 1964, as an1(~nJcd it is an unlawful employment practice lor an employer to discriminate or retaliate in any manner against any person because opposition to any practice declared un1awfu1under Tilk VI! or because of the filing of a charge, the giving of testimony or assistance, or the palicipation in any investigation. proceeding, or hearing under Title VII.
\VE \V1LL :\0'1' engage in any acts or made unh~\'ful by tllc abovc

nate Posted: nate Expires: By:
Association

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Harassment may be defined

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:'vICEA will ensure that supervisory and aU other employees abide by the requirements ofthe company's sexual harassmcnt policy and commit that sexual harassment and retaliation \vill Hot be condoned.

You also ha\'e the riuht to !ile a charuc

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with the Eq ual Emp 10ynle!1t

Opportunity Commission, Baltimorc

Field Office, lOS. Howard Street, 3'd

Floor, Baltimore, \1D 21201, 41

 
 Case: 1:05-cv-890 As of: 05/21/2017 05:41 PM EDT 1 of 4
CASREF,CLOSED
U.S. District Court District of Maryland (Baltimore) CIVIL DOCKET FOR CASE #: 1:05−cv−00890−JFM

EEOC v. The Maryland Classified Employees Association, Inc. Assigned to: Judge J. Frederick Motz Cause: 42:2003 Regulations of Indian Hospitals
Plaintiff

Date Filed: 03/31/2005 Date Terminated: 08/17/2006 Jury Demand: Both Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff

Equal Employment Opportunity Commission

represented by Tracy Hudson Spicer Equal Employment Opportunity Commission Washington Field Office 131 M St Nbr 4NW02F Washington, DC 20507 12024190711 Fax: 12024190739 Email: tracy.spicer@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED

Gerald S Kiel US Equal Employment Opportunity Commission City Crescent Bldg 10 S Howard St Third Fl Baltimore, MD 21201 14109624207 Fax: 14109624270 ATTORNEY TO BE NOTICED

Gwendolyn Young Reams U S Equal Employment Opportunity Commission City Crescent Bldg 10 S Howard St Third Fl Baltimore, MD 21201 14109624260 Fax: 14109622817 ATTORNEY TO BE NOTICED

Ronald L Phillips US Equal Employment Opportunity Commission City Crescent Bldg 10 S Howard St Third Fl Baltimore, MD 21201 14102092737 Fax: 14109624270 Email: ronald.phillips@eeoc.gov ATTORNEY TO BE NOTICED

V. Intervenor Plaintiff Mr. Vance C. McDonald

represented by Morton Edelstein Edelstein Radford and Perkins 10 N Calvert St Ste 446 Baltimore, MD 21202

Case: 1:05-cv-890 As of: 05/21/2017 05:41 PM EDT 2 of 4
14106850770 Fax: 14102340429 ATTORNEY TO BE NOTICED

V.
Defendant
The Maryland Classified Employees Association, Inc.

represented by Craig F Ballew Ferguson Schetelich and Ballew PA 100 S Charles St Ste 1401 Baltimore, MD 21201 14108372200 Fax: 14108371188 Email: cballew@fsb−law.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Tracey Dallahan McLauchlin Shaffer, McLauchlin & Stover, LLC 836 South Main Street Suite 102 Bel Air, MD 21014 14104207992 Fax: 14104207566 Email: tracey@smslawoffice.com ATTORNEY TO BE NOTICED

Date Filed 03/31/2005
03/31/2005 04/01/2005 08/18/2005 08/21/2005
08/22/2005
09/14/2005
09/22/2005 09/22/2005 09/23/2005

# Docket Text
1 COMPLAINT against The Maryland Classified Employees Association, Inc. , filed by Equal Employment Opportunity Commission. (Attachments: # 1 Civil Cover Sheet)(ljs, Deputy Clerk) (Entered: 04/01/2005)
Jury Trial Demand by Equal Employment Opportunity Commission. (ljs, Deputy Clerk) (Entered: 04/01/2005)
2 Summons Issued 20 days as to The Maryland Classified Employees Association, Inc.. (ljs, Deputy Clerk) (Entered: 04/01/2005)
3 ORDER TO SHOW CAUSE. Show Cause Response due by 9/2/2005. Signed by Judge J. Frederick Motz on 8/18/05. (Motz, J.) (Entered: 08/18/2005)
4 (FILED IN ERROR) MOTION for Order to Show Cause by Equal Employment Opportunity Commission. Responses due by 9/7/2005 (Attachments: # 1 2nd Summons)(Spicer, Tracy) Modified on 8/22/2005 (eg, Deputy Clerk). (Entered: 08/21/2005)
5 SECOND SUMMONS Issued 20 days as to The Maryland Classified Employees Association, Inc.. (mailed to counsel 8/22/05) (eg, Deputy Clerk) (Entered: 08/22/2005)
6 AFFIDAVIT of Service for Complaint and Summons served on MCEA Corporate Officer on August 30, 2005, filed by Equal Employment Opportunity Commission. (Spicer, Tracy) (Entered: 09/14/2005)
7 NOTICE of Appearance by Craig F Ballew on behalf of The Maryland Classified Employees Association, Inc. (Ballew, Craig) (Entered: 09/22/2005)
8 NOTICE of Appearance by Tracey Dallahan McLauchlin on behalf of The Maryland Classified Employees Association, Inc. (McLauchlin, Tracey) (Entered: 09/22/2005)
9 ANSWER to Complaint with Jury Demand by The Maryland Classified Employees Association, Inc..(McLauchlin, Tracey) (Entered: 09/23/2005)

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10/03/2005 10 Correspondence setting scheduling conference. (Attachments: # 1)(Motz, J.) (Entered: 10/03/2005)

10/26/2005 11 MOTION to Intervene by Vance C. McDonald. Responses due by 11/14/2005 (Attachments: # 1 Text of Proposed Order)(Edelstein, Morton) (Entered: 10/26/2005)

10/26/2005 12 Intervenor COMPLAINT, filed by Vance C. McDonald.(Edelstein, Morton) (Entered: 10/26/2005)

11/09/2005 13 ANSWER to Intervenor Complaint by The Maryland Classified Employees Association, Inc..(Ballew, Craig) (Entered: 11/09/2005)

11/09/2005

14 RESPONSE to Motion re 11 MOTION to Intervene filed by The Maryland Classified Employees Association, Inc.. Replies due by 11/23/2005. (Ballew, Craig) (Entered: 11/09/2005)

11/10/2005 15 PAPERLESS ORDER granting 11 Motion of Vance McDonald to Intervene. Per Judge J. Frederick Motz on 11/10/05. (eg, Deputy Clerk) (Entered: 11/10/2005)

11/22/2005 16 SCHEDULING ORDER:. Signed by Judge J. Frederick Motz on 11/22/05. (eg, Deputy Clerk) (Entered: 11/22/2005)

03/16/2006

17 Consent MOTION for Extension of Time to Complete Discovery by The Maryland Classified Employees Association, Inc.. Responses due by 4/3/2006 (McLauchlin, Tracey) (Entered: 03/16/2006)

03/16/2006 18 Paperless ORDER granting 17 Motion for Extension of Time to Complete Discovery. Signed by Judge J. Frederick Motz on 3/16/06. (Motz, J.) (Entered: 03/16/2006)

05/09/2006 19 MOTION for Ronald L. Phillips to Appear Pro Hac Vice by Equal Employment Opportunity Commission. (mcb, Deputy Clerk) (Entered: 05/12/2006)

05/11/2006

20 MARGINAL ORDER granting 19 Motion of Plaintiff for Ronald L. Phillips to Appear Pro Hac Vice (for Document #20 see #19). Signed by Clerk on 5/11/06. (mcb, Deputy Clerk) (Entered: 05/12/2006)

05/16/2006

21 Joint MOTION for Extension of Time to Complete Discovery and to Extend Scheduling Order Deadlines by Equal Employment Opportunity Commission. Responses due by 6/2/2006 (Phillips, Ronald) (Entered: 05/16/2006)

05/17/2006 22 Paperless ORDER granting 21 Motion for Extension of Time to Complete Discovery. Signed by Judge J. Frederick Motz on 5/17/06. (Motz, J.) (Entered: 05/17/2006)

06/05/2006

23 ORDER REFERRING CASE to Magistrate Judge Susan K. Gauvey for settlement conference. Signed by Judge J. Frederick Motz on 6/5/2006. (fk, Deputy Clerk) (Entered: 06/05/2006)

06/07/2006 24 ORDER SCHEDULING Settlement Conference. Signed by Judge Susan K. Gauvey on 6/6/06. (Attachments: # 1 mediation)(eg, Deputy Clerk) (Entered: 06/07/2006)

06/16/2006 25 ORDER RESCHEDULING Settlment Conference. Signed by Judge Susan K. Gauvey on 6/15/06. (eg, Deputy Clerk) (Entered: 06/16/2006)

07/12/2006

Settlement Conference held on 7/12/2006 held before Judge Susan K. Gauvey. Please terminate the referral. (eg, Deputy Clerk) (Entered: 07/17/2006)

07/17/2006

Judge Susan K. Gauvey no longer assigned to case. (eg, Deputy Clerk) (Entered: 07/17/2006)

07/17/2006

26 (FILED IN ERROR) SETTLEMENT ORDER DISMISSING case with each party to bear its own costs unless otherwise agreed without prejudice to the right of a party to move for good cause to reopen this action if settlement is not consummated. Signed by Judge J. Frederick Motz on 7/17/06. (eg, Deputy Clerk) Modified on 7/17/2006 (eg, Deputy Clerk). (Entered: 07/17/2006)

07/17/2006

The link to Document #26 has been reset so that non−court users may not access it and the docket text has been modified to indicate that it was filed in error. (eg, Deputy Clerk) (Entered: 07/17/2006)

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08/16/2006

27 MOTION to Approve Consent Judgment by Equal Employment Opportunity Commission. Responses due by 9/5/2006 (Attachments: # 1 Consent Decree# 2 Consent Decree − Attachment A# 3 Consent Decree − Attachment B)(Phillips, Ronald) (Entered: 08/16/2006)

08/17/2006 28 CONSENT DECREE and APPROVAL. Signed by Judge J. Frederick Motz on 8/17/06. (Attachments: # 1 Attachment A)(eg, Deputy Clerk) (Entered: 08/17/2006)

07/23/2008

29 Joint MOTION to Amend/Correct 28 Consent Decree by Equal Employment Opportunity Commission Responses due by 8/11/2008 (Attachments: # 1 Text of Proposed Order)(Phillips, Ronald) (Entered: 07/23/2008)

07/24/2008 30 ORDER granting 29 Motion to Modify Consent Decree. Signed by Judge J. Frederick Motz on 7/24/08. (eg, Deputy Clerk) (Entered: 07/24/2008)

02/25/2010

31 Joint MOTION to Amend/Correct Consent Decree by Equal Employment Opportunity Commission Responses due by 3/15/2010 (Attachments: # 1 Text of Proposed Order)(Phillips, Ronald) (Entered: 02/25/2010)