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Case 3:00-cv-01075-HES Document 1 Filed 09/28/2000 Page 1 of 6
flLEtJ

IN THE UNITED STATES DISTRICT COURT FOR THE MIDDLE DISTRICT OF FLORIDA
JACKSONVILLE DIVISION

00 SEP 28 AM 9: 40

UNITED STATES EQUAL

)

EMPLOYMENT OPPORTUNITY

)

COMMISSION,

)

)

Plaintiff,

)

v.

)

)

AA PRECAST INCORPORATED,

)

)

)

Defendant. )

)

Civil Action N~D 0 .cv· 1') 7 5 .J. 20 CI
COMPLAINT
INJUNCTIVE RELIEF REOUESTED
JURY TRIAL DEMAND

NATURE OF THE ACTION This is an action under Title VII of the Civil Rights Act of 1964 and Title I of the Civil Rights Act of 1991 to correct unlawful employment practices on the basis of sex, and to provide appropriate relief to Linda Miller and any other similarly situated female applicants/employees who were adversely affected by such practices. As stated with greater particularity in paragraphs 8 and 9, the Commission alleges that Defendant failed to hire Linda Miller as a laborer, based on her sex, female. Defendant also maintained a practice of not hiring other similarly situated female job applicants into laborer positions.
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(0(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
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Case 3:00-cv-01075-HES Document 1 Filed 09/28/2000 Page 2 of 6
Vll"), 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 Middle District of Florida, Jacksonville Division.
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 Vll, and is expressly authorized to bring this action by Section 706(f)(1) and (3) of Title Vll, 42 U.S.C. § 2000e-5(f)(1) and (3). 4. At all relevant times, Defendant AA Precast Incorporated (the "Employer"), a Florida corporation, has continuously been doing business in the State of Florida and the City of Jacksonville, and has continuously had at least 15 employees. 5. At all relevant times, Defendant AA Precast Incorporated, has continuously been an employer engaged in an industry affecting commerce within the meaning of Sections 701(b), (g) and (h) of Title Vll, 42 U.S.C. §§ 2000e(b), (g) and (h).
STATEMENT OF CLAIMS 6. More than thirty days prior to the institution of this lawsuit, Linda Miller filed a charge with the Commission alleging violations of Title Vll by Defendant AA Precast Incorporated. All conditions precedent to the institution of this lawsuit have been fulfilled. 7. Since at least about January 7, 1998, Defendant Employer has engaged in unlawful employment practices at its place ofbusiness in Jacksonville, Florida in violation of Section 703(a)
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of Title VII, 42 U.S.C. § 2000e-2(a).

8.

In January 1998, Linda Miller applied for a laborer position with Defendant

Employer. Defendant's supervisor, Bryan Asher, gave Ms. Miller an application for employment

as a laborer. Mr. Asher told Ms. Miller to show up for work on January 7, 1998. Mr. Asher

showed Ms. Miller what her job responsibilities would entail as a laborer. Ms. Miller was

confident she could do the work. However, during the completion of Ms. Miller's paperwork,

Defendant's President, Wayne Joyner, learned Ms. Miller was female and refused to hire her for

the laborer position.

9. In response to the Commission's request for information, Defendant's President, Mr.

Joyner, stated, "The position in which Ms. Miller claims to have been hired is a very difficult

position, in which we have never placed a female, due to strenuous weight restrictions."

10. The effect of the conduct complained of in paragraph 8 has been to deprive Linda

Miller of equal employment opportunities and otherwise adversely affect her status as an

applicant/employee because of her sex.

11.

The effect of the conduct complained of in paragraph 9 has been to deprive

similarly situated female employees of equal employment opportunities and otherwise adversely

affect their status as applicants/employees because of their sex.

12. The unlawful employment practices complained of in paragraph 8 above were

intentional. l3. The unlawful employment practices complained of in paragraph 9 above were

intentional.

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14. The unlawful employment practices complained of in paragraph 8 above were done with malice or with reckless indifference to the federally protected rights of Linda Miller.
15. The unlawful employment practices complained of in paragraph 9 above were done with malice or with reckless indifference to the federally protected rights of similarly situated female applicants/employees.
PRAYER FOR RELIEF Wherefore, the Commission respectfully requests that this Court: A. Grant a permanent injunction enjoining Defendant AA Precast Incorporated, its officers, successors, assigns, and all persons in active concert or participation with it, from engaging in discriminatory hiring practices on the basis of sex. B. Order Defendant AA Precast Incorporated to institute and carry out policies, practices, and programs which provide equal employment opportunities for women, and which eradicate the effects of its past and present unlawful employment practices. C. Order Defendant AA Precast Incorporated to make whole Linda Miller by providing appropriate back pay with prejudgment interest, if any, in amounts to be determined at trial, and other affirmative relief necessary to eradicate the effects of its unlawful employment practices, including but not limited to hiring of Linda Miller, retroactive benefits and seniority for Ms. Miller, and/or frontpay. D. Order AA Precast Incorporated to make whole similarly situated female applicants/employees by providing appropriate back pay with prejudgment interest, if any, III
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amounts to be determined at trial, and other affmnative relief necessary to eradicate the effects of its unlawful employment practices, including but not limited to hiring of similarly situated female applicants/employees, retroactive benefits, seniority, and/or frontpay.
E. Order Defendant AA Precast Incorporated to make whole Linda Miller by providing compensation for past and future pecuniary losses resulting from the unlawful employment practices described in paragraph 8 above, including but not limited to, out of pocket losses in amounts to be determined at trial.
F. Order Defendant AA Precast Incorporated to make whole similarly situated female applicants/employees by providing compensation for past and future pecuniary losses resulting from the unlawful employment practices described in paragraph 9 above, including but not limited to, out of pocket losses in amounts to be determined at trial.
G. Order Defendant AA Precast Inc. to pay Linda Miller punitive damages for its malicious and/or reckless conduct described in paragraph 8 above, in amounts to be determined at trial.
H. Order Defendant AA Precast Inc. to pay similarly situated female applicants/employees punitive damages for its malicious and/or reckless conduct described in paragraph 9 above, in amounts to be determined at trial.
I. Grant such further relief as the Court deems necessary and proper in the public interest.
J. 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 its complaint.
C. GREGORY STEWART General Counsel Designate GWENDOLYN YOUNG REAMS Associate General Counsel DELNER FRANKLIN-THOMAS Regional Attorney MICHAEL FARRELL Supe .sory Trial Attorney (Acting)
Senior Trial Attorn y Florida Bar No. 988626 EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Miami District Office Two South Biscayne Boulevard One Biscayne Tower, 27th Floor Miami, Florida 33131 (305) 530-6003 (305) 536-4494 facsimile
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 Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 1 of 12

IN THE UNITED STATES DISTRICT COURT FOR THE MIDDLE DISTRICT OF FLORIDA
2001 NOV 23 A q: Oq JACKSONVILLE DIVISION

FILED
~
100/ NOV 21 'P 2: ~ I ~

~g~ll'~fIPORTUNITY
Plaintiff, v. AA PRECAST INCORPORATED,
Defendant.

) ) ) ) CIVIL ACTION NO. ) 3:00-cv-l075-J-20C ) JUDGE HARVEY E. SCHLESINGER ) ) ) ) ) )

CONSENT DECREE

The Plaintiff, the Equal Employment Opportunity Commission ("EEOC"), filed this action on September 28,2000, alleging a violation ofTitle VII ofthe Civil Rights Act of 1964 ("Title VII") and Title I of the Civil Rights Act of 1991, to correct unlawful employment practices on the bases of sex. Specifically, the EEOC alleged that Defendant, AA Precast Incorporated ("AA Precast"), violated Title VII, by refusing to hire Linda Miller Blodgett for the position oflaborer, because of her sex.
This Consent Decree is designed to resolve the disputes between the parties with regard to this lawsuit. This Consent Decree is being entered by mutual agreement ofthe parties solely for the purpose of settlement. In the interest of resolving this matter and as a result of having engaged in extensive settlement negotiations, the parties have agreed that this action should be resolved by entry of this Consent Decree. This Consent Decree is binding upon the parties.

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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 2 of 12

The parties agree that this Decree resolves all ofthe issues raised by EEOC Charge Number

150983291, and or the EEOC complaint in this case. The parties further agree that this Decree does

not resolve any charges ofdiscrimination that may be pending with the EEOC other than the charge

referenced in this Consent Decree.

Now, therefore, the Court having carefully examined the terms and provisions ofthis Consent

Decree, and based on the pleadings filed by the parties, it is

ORDERED, ADJUDGED, AND DECREED THAT:

I. Jurisdiction

1. This Court has jurisdiction of the subject matter of this action and the parties for the purpose

of entering and enforcing this Decree.

2. Venue is proper.

3.

No party shall contest the jurisdiction of this Federal Court to enforce this Decree and its

terms or the right of the EEOC to bring an enforcement suit upon breach of any of the terms of this

Decree.

4. Defendant, its officers, managers, employees, agents and partners, are permanently enjoined

from engaging in any unlawful employment practices based on sex.

5. Defendant, its officers, managers, employees, agents and partners, are permanently enjoined

from discriminating against any individual who opposes any of Defendant's practices which the

employee believes to be a violation of Title VII; or who files a charge of discrimination with the

EEOC alleging violation(s) of such statute; who cooperates with the EEOC in the investigation

and/or prosecution of any charge of discrimination; or who cooperated in the investigation or

prosecution of this case.

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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 3 of 12
II. Development and Distribution of Anti-Discrimination Policies Defendant agrees, to adopt and implement the written policy of compliance with Title VII of the Civil Rights Act of 1964 (Title VII), attached as Exhibit A. The policy will be given to all new employees and all present employees with their first paycheck, after the Court's execution of the Decree. The policy will also be displayed on a bulletin board in the AA Precast facilities where other employee information is commonly posted. The policy will also be included in the next published update of Defendant's Employee Handbook.
III. Trainine on Anti-Discrimination Laws In order to further ensure the effective implementation of Defendant's nondiscrimination policy, Defendant agrees to conduct annual training for all of its officers, managers and human resources personnel for the duration ofthis Decree. The first annual training shall occur within one month after establishment and distribution of the policy, referenced in section II and no later than January 4,2002. The trainings will focus on the requirements of Title VII as it relates to gender discrimination. The training will also include the following topics: prevention of discrimination based on sex and sexual harassment and prevention of discrimination based on retaliation. These training sessions will last for at least four (4) hours in length and will be conducted by Hedrick Dewberry Regan & Durant or other law firm. Defendant also agrees to provide the EEOC with at least two weeks notice before it conducts each training session and to provide copies of the training materials to the EEOC. Defendant agrees that the EEOC, may be in attendance at training sessions. Defendant agrees that within 30 days after each training session, it will provide the EEOC with a list that sets forth the date of the training, subjects discussed, and the names and job titles of
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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 4 of 12
the individuals in attendance at the training session. Defendant will pay for the trainer, hislher preparation time, and all materials incident to the training.
IV. Postin& Defendant agrees to post within seven days from the date ofexecution ofthis Consent Decree an eleven by seventeen inch copy of the notice attached hereto as Exhibit B.
V. Recruitin& And Hirin& A. AA Precast will affirmatively recruit female employees for all its job classifications, with
special emphasis on laborer positions by advertising for any vacancies in the Jacksonville Times Union. Advertisements will include a statement affirming that AA Precast is an equal opportunity employer. AA Precast will document its recruitment efforts and maintain all records pertaining thereto, including employment applications, for the duration of this Decree. B. AA Precast will establish a hiring process based upon objective criteria such as prior experience, background and education. All persons interested in applying for a position with Defendant shall be permitted to do so by giving them an employment application to complete. Upon receipt of the employment application, Defendant, through its authorized representatives, shall evaluate and interview the applicant, ifnecessary, prior to the selection. Defendant will establish and maintain an evaluation form for each applicant specifically describing the actions it took with respect to each person and the reasons for selection or nonselection. These evaluation forms will be attached to each applicant's employment application.
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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 5 of 12
VI. Monitorin2 A. AA Precast will retain all employment records, including applications for
employment and personnel forms, for the duration of this Decree. B. AA Precast agrees to provide the EEOC with certification that it conducted the training
referenced in Section III within fourteen (14) days after each individual session occurs and no later than July 30th annually throughout the duration of the Decree. C. AA Precast agrees to provide the EEOC with its first certification that it posted the notice referenced in Section IV within seven (7) days from the Court's execution of this Decree. At the end ofeach six (6) month period following the execution date ofthis Decree, Defendant will certify in writing to Plaintiffthat the notice has remained posted for the entire preceding six-month period. D. The Defendant shall submit written reports to the Commission every six (6) months and thereafter for the life of this Consent Decree. The first report shall be received no later than June 3, 2002. The final report shall be submitted to the Commission thirty days prior to the expiration of the Consent Decree. Each report shall contain: 1. the names, addresses and telephone numbers of all Defendant's current female
employees at all of its facilities who occupy laborer positions; 2. the names, addresses and telephone numbers of all female applicants who applied for
a laborer position with Defendant at any of its facilities but were not selected; 3. the names, addresses, telephone numbers, and gender of the applicants who were
selected for laborer position vacancies;
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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 6 of 12
4. Defendant will attach to the report any related documentation of the rejected female applicant and the selected applicant for each laborer position, such as application fonn, evaluation fonn referenced in Section V.B., notes taken by any AA Precast employee regarding each applicant's background and qualifications, and notes indicating an assessment of each applicant's perfonnance on any pre-employment tests, which were administered; and
5. the names, addresses and telephone numbers ofany employees who raised a complaint of discrimination based on sex or opposed any practices which he or she reasonably believed involved discrimination based on sex.
E. The EEOC shall have the opportunity to interview employees identified by the EEOC to monitor compliance with this Decree. Interviews may be conducted at Defendant's facilities during nonnal business hours to the extent such interviews do not interfere with Defendant's nonnal business operations.
F. Ruth Joyner or Linda Harris shall act as Defendant's representatives for the purpose of coordinating the submission of reports that are required herein. All reports and documents required to be delivered by AA Precast to the EEOC shall be mailed to: Rachel H. Shonfield, Trial Attorney, Equal Employment Opportunity Commission, One Biscayne Tower, Suite 2700, Two South Biscayne Blvd., Miami, Florida 33131. VII. Monetary Relief
A. Defendant hereby agrees to pay a total of $10,000 to Linda Miller Blodgett. These monies are representative of back wages. Defendant shall make all appropriate deductions for federal, state, and local taxes and FICA. Defendant will also issue an I.R.S. fonn W-2, and
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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 7 of 12
shall be responsible for the payment of the employer's share of any federal, state, or local taxes, and social security withholdings. B. Within 14 days after the entry of the Court's Order, Defendant will mail, certified mail return receipt, a check to the claimant for $5,000 in Section VII.A. Three months thereafter Defendant shall make payment in the same manner for the remaining $5,000. A copy of statements showing the withholdings shall accompany the checks. Concurrent with the mailing ofthe checks, Defendant agrees to copy the EEOC on the withholding statements, the checks, the W-2 forms, and the certified return receipts. C. Ifthe Defendant fails to tender the above-mentioned payments, the Defendant shall: (1) pay interest on the defaulted payment at the rate calculated pursuant to 26 U.S.C.
Section 6621 (b) until the same is paid; and (2) bear any additional costs incurred by the EEOC caused by the non-compliance or
delay of the Defendant. VIII. Enforcement
A. The Commission shall have independent authority to seekjudicial enforcement ofeach aspect, term or provision of this Decree. The Commission will take whatever measures it deems appropriate to effectuate the enforcement of the terms of this decree.
B. This Decree shall remain in effect for three years from the date of the Court's execution of this Decree. IX. Costs AA Precast and the EEOC shall bear their own costs and attorney fees associated with this
litigation.
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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 8 of 12
'1'),1. t/~.,k s)....// Clb~L 1~,'~ CA~~.
DONE AND ORDERED in Chambers in Jacksonville, Florida, this-2.Doay of November, 2001.
Agreed: FOR THE PLAINTIFF: UNITED STATES EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
bY:k~h~~
Delner ranklin-Thomas Regional Attorney EEOC Miami District Office 1 Biscayne Tower 2 S. Biscayne Blvd. Miami, Florida 33131
FOR THE DEFENDANT:
by: {)!wCU4..ttf~ ALEXANDRA K. HEDRICK, ESQ. HEDRICK DEWBERRY REGAN & DURANT Attorney for the Defendant Florida Bar No. 50 North Laura Street Suite 1600 Jacksonville, FL 32202 (904) 356-0045
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Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 9 of 12

Equal Employment Opportunity Policy

It is our policy to provide equal employment opportunity to all qualified employees and applicants without regard to race, color, sex, age, religion, national origin, citizenship, disability, marital status, or other legally protected status. The Company prohibits any form of unlawful discrimination based on race, color, sex, age, religion, national origin, citizenship, disability, marital status, or other legally protected status. Equal employment opportunity will be provided in employment recruitment, selection, job assignments, compensation, training, benefits, promotion, demotion, layoffs, termination, and all other terms, conditions, and privileges of employment.

Harassment

It is our policy to treat every employee with consideration and respect in an environment that is free from discrimination and harassment, including but not limited to harassment relating to race, color, sex, age, religion, national origin, citizenship, disability, marital status, or other legally protected status. Harassment, either verbal or physical, can be a violation of the law. We prohibit harassment, and such behavior will result in disciplinary action, up to and including termination. We will promptly and thoroughly investigate all complaints regarding possible harassment and take corrective action as warranted.

Sexual harassment is defined as: unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:

•

submission to such conduct is made either explicitly or implicitly a term or

condition of an individual's employment;

•

submission to or rejection of such conduct by an individual is used as the basis for

employment decisions affecting such individual; or

•

such conduct has the purpose or effect of unreasonably interfering with an

individual's work performance or creating an intimidating, hostile, or offensive

working environment.

Complaint Procedure

If you experience or become aware of any discriminatory behavior or any inappropriate activity by any person which might be considered to be discriminatory conduct or harassment in violation of our policy, you should report it to Wayne Joyner or to the office manager, Linda Harris.

Complaints will be promptly, thoroughly and impartially investigated. We will maintain the complaint and information obtained during the investigation with confidentiality, to the extent permitted by the circumstances.

After the investigation has been completed, appropriate corrective action will be taken.

II II Exhibit "A"

Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 10 of 12
Retaliation This policy also prohibits retaliation against employees who bring complaints or assist in the investigation of charges. Such employees will not be adversely affected in terms and conditions of employment, nor discriminated against or discharged because of the complaint or assistance.

Case 3:00-cv-01075-HES Document 11 Filed 11/27/2001 Page 11 of 12
POSTED PURSUANT TO A DECREE OF THE UNITED STATES DISTRICT COURT FOR THE MIDDLE DISTRICT OF FLORIDA, MIAMI DIVISION
In the Action of EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v.
AA PRECAST INCORPORATED
This notice is being posted pursuant to a Consent Decree in EEOC v. AA Precast IncorPorated, Case No.: 3:00-cv-1075-J-20C in the Middle District of Florida. AA Precast Incorporated has agreed that it will not discriminate against employees in violation ofTitle Vll ofthe Civil Rights Act of 1964, as amended ("Title Vll"). Title Vll protects individuals from sex discrimination in all aspects of their employment, including hiring, promotions and discharge.
AA Precast Incorporated assures its employees that it supports Title Vll, and that it will not take any action against an individual because he/she has exercised hislher rights under the law to oppose discriminatory acts or to file charges with the EEOC.
This notice shall remain posted for three (3) years from the date signed. Employees or applicants for employment who have questions about their rights under title VII, or any other federal anti-discrimination law, may telephone the Miami District Office of the Equal Employment Opportunity Commission at 1-800-669-4000 or (305)530-7100.
Signed this _ _ day of _ _ _ _ _ _ _ _ _, 2001.
President, AA Precast, Incorporated
Post Until _ _ _ __
Exhibit "B"

Case 3:00-cv-01075-HES Date Printed: 11/28/2001

DFocIumLenEt 11

Filed COP

11/27/2001 Y

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Notice sent to:
Rachel H. Shonfield, Esq. Equal Employment Opportunity Commission Miami District Office One Biscayne Tower 2 S. Biscayne Blvd., Suite 2700 Miami, FL 33131
Alexandra K. Hedrick, Esq. Hedrick, Dewberry, Regan & Durant Bank of America Tower, Suite 1600 50 N. Laura St. Jacksonville, FL 32202
Michael J. Dewberry, Esq. Hedrick, Dewberry, Regan & Durant Bank of America Tower, Suite 1600 50 N. Laura St. Jacksonville, FL 32202

 
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U.S. District Court Middle District of Florida (Jacksonville) CIVIL DOCKET FOR CASE #: 3:00-cv-01075-HES

CLOSED, TJC

U.S. Equal Employmen v. AA Precast Inc. Assigned to: Judge Harvey E. Schlesinger Demand: $0 Cause: 42:2000 Job Discrimination (Sex) Plaintiff United States Equal Employment Opportunity Commission
V. Defendant AA Precast Inc.

Date Filed: 09/28/2000 Date Terminated: 11/27/2001 Jury Demand: Plaintiff Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff
represented by Rachel H. Shonfield Equal Employment Opportunity Commission Miami District Office One Biscayne Tower 2 S. Biscayne Blvd., Suite 2700 Miami, FL 33131 305/530-6010 Fax: 305/536-4494 LEAD ATTORNEY ATTORNEY TO BE NOTICED
represented by Alexandra K. Hedrick Alexandra Hedrick, PL Suite 398 4446 Hendricks Ave Jacksonville, FL 32207 904/398-3988 Email: Sandra@hedricklegal.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Michael J. Dewberry Fowler, White, Boggs & Banker, PA Suite 2200 50 N Laura St Jacksonville, FL 32202 904/598-3100 Fax: 904/598-3131 Email: mdewberry@fowlerwhite.com LEAD ATTORNEY ATTORNEY TO BE NOTICED

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Date Filed 09/28/2000 09/28/2000 09/28/2000 09/29/2000 12/19/2000 12/21/2000 12/22/2000 12/29/2000
01/03/2001 04/17/2001 10/29/2001 10/30/2001
11/23/2001 11/27/2001

#

Docket Text

1 COMPLAINT filed; injunctive relief requested; jury demand (ejw) (Entered: 09/28/2000)
MAGISTRATE JUDGE CASE ASSIGNMENT Magistrate assigned: Timothy J. Corrigan (ejw) (Entered: 09/28/2000)
SUMMONS(ES) issued for AA Precast Inc. . Consent(s) issued. (ejw) (Entered: 09/28/2000)
2 NOTICE of designation under Local Rule 3.05 - TRACK 2. (ctc) (ejw) (Entered: 09/29/2000)
3 UNOPPOSED MOTION by AA Precast Inc. to extend time to answer or otherwise plead (unopposed) referred to Magistrate Judge Timothy J. Corrigan (mfk) (Entered: 12/20/2000)
4 ORDER granting [3-1] consent motion to extend time to answer or otherwise plead, resetting answer due for 1/3/01 for AA Precast Inc. ( Signed by Magistrate Judge Timothy J. Corrigan ) ctc (mfk) (Entered: 12/21/2000)
5 CASE MANAGEMENT REPORT (lss) (Entered: 12/22/2000)
6 CASE MANAGEMENT AND SCHEDULING ORDER setting dispositive motion filing deadline for 12/12/01 with courtesy copies to chambers; Pretrial statement due on or before 3/22/02 ; Pretrial conference for 9:30 3/29/02; Jury trial set for term commencing at 9:30 on 5/6/02; Scheduled for Judge Harvey E. Schlesinger ( signed by deputy clerk) ctc (spw) (Entered: 12/29/2000)
7 ANSWER and affirmative defenses to [1-1] complaint by AA Precast Inc. (mfk) (Entered: 01/03/2001)
8 NOTICE by AA Precast Inc. of unavailability of counsel from 6/28/01 to 7/7/01 (lss) (Entered: 04/17/2001)
9 JOINT MOTION by U.S. Equal Employmen, AA Precast Inc. seeking expedited relief to scheduling order deadlines (JOINT) (ejw) (Entered: 10/29/2001)
10 ORDER granting [9-1] joint motion seeking expedited relief to scheduling order deadlines, resetting discovery due for 2/22/02 , resetting dispositive motion filing deadline for 3/22/02 , RESCHEDULING pretrial conference for 10:45 6/28/02 scheduled for Judge Harvey E. Schlesinger , resetting pretrial statement deadline for 6/21/02 , RESCHEDULING jury trial for 9:30 8/5/02 scheduled for Judge Harvey E. Schlesinger ( Signed by Judge Harvey E. Schlesinger ) ctc (ejw) (Entered: 10/30/2001)
Received proposed Consent Decree. (lpp) (Entered: 11/23/2001)
11 CONSENT DECREE issued; AA Precast and the EEOC shall bear their own costs and attorney fees; the Clerk shall close this case ( Signed by Judge Harvey E. Schlesinger ) ctc (lrb) (Entered: 11/28/2001)

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CASE CLOSED. (lrb) (Entered: 11/28/2001)

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