IN THE UNITED STATES DISTRICT COURT FOR THE WESTERN DISTRICT OF MISSOURI
SOUTHERN DIVISION

EQUAL EMPLOYMENT OPPORTUNITY

)

COMMISSION,

)

)

Plaintiff,

)

)

v.

)

)

ROSWIL, INC. d/b/a RAMEY’S/

)

PRICE CUTTER SUPERMARKETS,

)

)

Defendant.

)

__________________________________________)

NO. 06-3287-CV-S-WAK
COMPLAINT JURY TRIAL DEMANDED

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 race and retaliation,

and to provide appropriate relief to Sean Mabins who was adversely affected by such practices.

The Commission alleges that Sean Mabins, an African-American male, was racially harassed by

Store Manager Wes Bragg and then permanently suspended from his employment for

complaining about the racial harassment and about sexual harassment to which Bragg was

subjecting other employees.

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

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jurisdiction of the United States District Court for the Western District of Missouri, Southwestern 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 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). 4. At all relevant times, Defendant, Roswil, Inc., d/b/a Ramey’s/Price Cutter (the "Employer"), has continuously been a Delaware corporation doing business in the State of Missouri and the City of Springfield, and has continuously had at least 15 employees. 5. At all relevant times, Defendant Employer 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).
STATEMENT OF CLAIMS 6. More than thirty days prior to the institution of this lawsuit, Sean Mabins filed a charge with the Commission alleging violations of Title VII by Defendant Employer. All conditions precedent to the institution of this lawsuit have been fulfilled. 7. Since at least May 2002, Defendant Employer has engaged in unlawful employment practices at its Springfield, Missouri facility, in violation of Section 703(a)(1) and Section 704(a) of Title VII, 42 U.S.C. § 2000e-2(a)(1) and § 2000e-3(a).
(A) Defendant Employer has violated Section 703(a)(1), 42 U.S.C. § 2000e2(a)(1) by subjecting Sean Mabins to racial harassment.
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(B) Defendant Employer has violated § 704(a), 42 U.S.C. § 2000e-3(a) by retaliating against Sean Mabins by suspending his employment for complaining about racial harassment and sexual harassment.
8. The effect of the practice(s) complained of in paragraph(s) 7(A) and (B) above has been to deprive Sean Mabins of equal employment opportunities and otherwise adversely affect his status as an employee, because of his race and in retaliation for complaining about practices that are unlawful under Title VII.
9. The unlawful employment practices complained of in paragraphs 7(A) and (B) above were intentional.
10. The unlawful employment practices complained of in paragraphs 7(A) and (B) above we done with malice or with reckless indifference to the federally protected rights of Sean Mabins.
PRAYER FOR RELIEF Wherefore, the Commission respectfully requests that this Court: A. Grant a permanent injunction enjoining Defendant Employer, its officers, successors, assigns, and all persons in active concert or participation with it, from engaging in racial harassment and retaliation and any other employment practice that discriminates on the basis of race. B. Order Defendant Employer to institute and carry out policies, practices, and programs that provide equal employment opportunities for African-Americans, and that eradicate the effects of its past and present unlawful employment practices. C. Order Defendant Employer to make whole Sean Mabins, by providing appropriate
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backpay with prejudgment interest, in amounts to be determined at trial, and other affirmative relief necessary to eradicate the effects of its unlawful employment practices, including but not limited to reinstatement of Sean Mabins.
G. Order Defendant Employer to make whole Sean Mabins, by providing compensation for past and future pecuniary losses resulting from the unlawful employment practices described in paragraphs 7(A) and (B) above in amounts to be determined at trial.
H. Order Defendant Employer to make whole Sean Mabins by providing compensation for past and future nonpecuniary losses resulting from the unlawful practices complained of in paragraphs 7(A) and (B) above, including emotional pain, suffering, inconvenience, loss of enjoyment of life, and humiliation, in amounts to be determined at trial.
I. Order Defendant Employer to pay Sean Mabins punitive damages for its malicious and reckless conduct described in paragraphs 7(A) and (B) above, in amounts to be determined at trial.
J. Grant such further relief as the Court deems necessary and proper in the public interest.
K. 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.
Gwendolyn Reams Associate General Counsel Robert G. Johnson Regional Attorney
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Barbara Seely Supervisory Trial Attorney
/s/ Anne E. Gusewelle Anne E. Gusewelle Senior Trial Attorney EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Kansas City Area Office Gateway Tower II 4th and State Avenue, 9th Floor Kansas City, KS 66101 (913) 551-5844 (tel) (913) 551-6957 (fax)
5

 
 IN THE UNITED STATES DISTRICT COURT FOR THE WESTERN DISTRICT OF MISSOURI
SOUTHERN DIVISION

EQUAL EMPLOYMENT OPPORTUNITY

)

COMMISSION,

)

)

Plaintiff,

)

)

v.

)

)

ROSWIL, INC. d/b/a RAMEY’S/

)

PRICE CUTTER SUPERMARKETS and

)

RPCS, Inc.,

)

)

Defendants.

)

__________________________________________)

NO. 06-3287-CV-S-WAK

FIRST AMENDED COMPLAINT

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 race and retaliation,

and to provide appropriate relief to Sean Mabins who was adversely affected by such practices.

The Commission alleges that Sean Mabins, an African-American male, was racially harassed by

Store Manager Wes Bragg and then permanently suspended from his employment for

complaining about the racial harassment and about sexual harassment to which Bragg was

subjecting other employees.

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.

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2. The employment practices alleged to be unlawful were committed within the jurisdiction of the United States District Court for the Western District of Missouri, Southwestern 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 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). 4. At all relevant times, Defendant, Roswil, Inc., d/b/a Ramey’s/Price Cutter (“Roswil"), has continuously been a Delaware corporation doing business in the State of Missouri and the City of Springfield, and has continuously had at least 15 employees. 5. At all relevant times, Defendant RPCS, Inc. (“RPCS”), has continuously been a Missouri corporation doing business in the State of Missouri and the City of Springfield, and has continuously had at least 15 employees. Hereafter Roswil and RPCS are collectively referred to as “Defendants.” 6. At all relevant times, Defendants have continuously been employers 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).
STATEMENT OF CLAIMS 7. More than thirty days prior to the institution of this lawsuit, Sean Mabins filed a charge with the Commission alleging violations of Title VII by Defendant Roswil. All conditions precedent to the institution of this lawsuit have been fulfilled.
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8. Since at least May 2002, Defendants have engaged in unlawful employment practices at their Springfield, Missouri facility, in violation of Section 703(a)(1) and Section 704(a) of Title VII, 42 U.S.C. § 2000e-2(a)(1) and § 2000e-3(a).
(A) Defendants have violated Section 703(a)(1), 42 U.S.C. § 2000e-2(a)(1) by subjecting Sean Mabins to racial harassment.
(B) Defendants have violated § 704(a), 42 U.S.C. § 2000e-3(a) by retaliating against Sean Mabins by suspending his employment for complaining about racial harassment and sexual harassment.
9. The effect of the practice(s) complained of in paragraph(s) 8(A) and (B) above has been to deprive Sean Mabins of equal employment opportunities and otherwise adversely affect his status as an employee, because of his race and in retaliation for complaining about practices that are unlawful under Title VII.
10. The unlawful employment practices complained of in paragraphs 8(A) and (B) above were intentional.
11. The unlawful employment practices complained of in paragraphs 8(A) and (B) above we done with malice or with reckless indifference to the federally protected rights of Sean Mabins.
PRAYER FOR RELIEF Wherefore, the Commission respectfully requests that this Court: A. Grant a permanent injunction enjoining Defendants, their officers, successors, assigns, and all persons in active concert or participation with them, from engaging in racial harassment and retaliation and any other employment practice that discriminates on the basis of
3

race. B. Order Defendants to institute and carry out policies, practices, and programs that
provide equal employment opportunities for African-Americans, and that eradicate the effects of their past and present unlawful employment practices.
C. Order Defendants to make whole Sean Mabins, by providing appropriate backpay with prejudgment interest, in amounts to be determined at trial, and other affirmative relief necessary to eradicate the effects of their unlawful employment practices, including but not limited to reinstatement of Sean Mabins.
D. Order Defendants to make whole Sean Mabins, by providing compensation for past and future pecuniary losses resulting from the unlawful employment practices described in paragraphs 8(A) and (B) above in amounts to be determined at trial.
E. Order Defendants to make whole Sean Mabins by providing compensation for past and future nonpecuniary losses resulting from the unlawful practices complained of in paragraphs 8(A) and (B) above, including emotional pain, suffering, inconvenience, loss of enjoyment of life, and humiliation, in amounts to be determined at trial.
F. Order Defendants to pay Sean Mabins punitive damages for their malicious and reckless conduct described in paragraphs 8(A) and (B) above, in amounts to be determined at trial.
G. Grant such further relief as the Court deems necessary and proper in the public interest.
H. 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.
Gwendolyn Reams Associate General Counsel Robert G. Johnson Regional Attorney
Barbara Seely Supervisory Trial Attorney
/s/ Anne E. Gusewelle Anne E. Gusewelle Senior Trial Attorney
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Kansas City Area Office Gateway Tower II 4th and State Avenue, 9th Floor Kansas City, KS 66101 (913) 551-5844 (tel) (913) 551-6957 (fax)
5

 
 IN TIlE UNITED STATES DISTRICT COURT FOR TIlE WESTERN DISTRICT OF MISSOURI SOUTIIERN DIVISION

EQUAL EMPLOYMENT OPPORTUNITY)

COMMISSION,

)

)

Plaintiff, )

)

vs.

)

)

ROSWIL, INC., et aI.,

)

)

Defendants. )

No.06-3287-CV-S-WAK

CONSENT DECREE

Introduction This Decree is made and entered into by and between the U.S. Equal Employment

Opportunity Commission ("EEOC") and RPCS, Inc. ("RPCS"). The EEOC and RPCS

are sometimes collectively referred to hereinafter as "the Parties." Pursuant to a separate

Settlement Agreement, Roswil, Inc. ("Roswil") has agreed to pay, on a compromise basis

in order to avoid further litigation and expense, $100,000 to resolve this matter.

The EEOC instituted this action alleging that Roswil, prior to July 31, 2002,

discriminated against an African-American employee, Sean Mabins, by subjecting him to

racial harassment and retaliating against him for complaining about racial and sexual
harassment in violation of Title vn of the Civil Rights Act of 1964 and Title I of the

Civil Rights Act of 1991. RPCS did not employ any person prior to December 31, 2004.

On December 31, 2004, RPCS acquired all of the Missouri grocery business assets of

Roswil.

RPCS specifically denies the allegations against Roswil, in their entirety, and

specifically denies any other allegations in the action, in their entirety, and enters into this

1
RPCS DECREE Ov7

Decree on a compromise basis in order to avoid further litigation and expense. Neither the execution of this Decree nor the cOl1sideration herein specified shall constitute or be construed as an admission on the part of RPCS of any unlawful acts or any violation of the laws :and Constitution of the United States or any other applicable state or federal law or municipal ordinance which prohibits discrimination in employment.
For purposes of settlement and compromise only, the parties have advised the Court that they wish to resolve the instant controversy without the expense, delay, and burden of further litigation.
THEREFORE, it is the finding of this Court, made on the pleadings, the record as a whole, and upon agreement of the parties, that: (i) this Court has jurisdiction over the parties to and the subject matter of this action, (ii) the requirements of Title VII will be carried out by the implementation of this Decree, (iii) this Decree is intended to and does resolve all matters in controversy in this lawsuit among all the parties, and (iv) the terms of this Decree constitute a fair and equitable settlement of all issues in this lawsuit.
IT IS THEREFORE ORDERED, ADJUDGED, AND DECREED AS FOLLOWS: I. General Provisions
1. RPCS shall not discriminate against African-American employees by subjecting them to race discrimination. Further, RPCS shall not retaliate against employees for complaining about discrimination.
2. RPCS shall not discriminate or retaliate against any employee because he or she has opposed any practices alleged in this action as unlawful under Title VII, has participated in an investigation conducted under this law with respect to this complaint, has participated in this lawsuit, or has benefited in any way as a result of this Decree.
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RPCS DECREE 0v7

II. Injunctive Relief 1. Within thirty (30) days after the date the Court approves this Decree, RPCS agrees to, consistent with its prior practices, disseminate an anti-discrimination notice to. all supervisory and non-supervisory employees. Such anti-discrimination notice shall include a statement by its Chief Executive Officer that racial discrimination and retaliation will not be tolerated by the company. Further, the notice shall state that employees who engage in such discriminatory conduct risk losing their jobs, that all employees are encouraged to report racial and sexual harassment, and retaliation of which they become aware or to which they believe they have been subjected, and that employees who make such reports will not be subject to retaliation. Along with the anti-discrimination notice, RPCS shall distribute, consistent with its prior practices, an anti-discrimination policy, which shall include, at a minimum, a definition of unlawful harassment and discrimination, a clear and effective procedure with multiple reporting channels for employees to report possible harassment or discrimination, and a statement that no employee will be subjected to retaliation for reporting possible discrimination or harassment, participating in the investigation of such a report, and/or any other protected activity. RPCS will provide certification that it has complied with the requirements of this paragraph to the EEOC as provided in paragraph IV.2, below. 2. Within ninety (90) days after the date the Court approves this Decree,
, .
RPCS will cause management and supervisory staff to receive eight (8) hours of training on race discrimination and retaliation. All such training shall be done by a reputable vendor whose name and qualifications will be submitted to the EEOC for review at least thirty (30) days prior to the start of such training. RPCS will provide certification that it
3
RPCS DECREE Ov7

has complied with the requirements of this paragraph to the EEOC, including the actual dates and times of such training and a list of the names and positions of all employees trained, as provided in paragraph IV.2, below.
3. Within thirty (30) days after the date that the Court approves this Decree, RPCS shall instruct its managers and supervisors, consistent with its prior practices, that the effective handling of equal employment opportunity issues is an element of manager and supervisor job duties, and that performance in this area will be considered when determining eligibility for awards, raises, transfer and promotion opportunities. RPCS will provide certification that it has complied with the requirements of this paragraph to the EEOC as provided in paragraph IV.2, below.
III. Posting 1. If not posted previously, RPCS shall post and cause to remain posted the posters required to be displayed in the workplace by EEOC regulation 29 C.F.R. § 1601.30 in locations that are publicly visible at its facilities. 2; RPCS shall post and cause to remain posted copies of the Notice attached hereto as Exhibit A in locations publicly visible to all employees for the term of the Decree. RPCS will provide certification that it has complied with the requirements of this paragraph to the EEOC as provided in paragraph IV.2, below.
IV. Reporting and Access 1. RPCS agrees that twice yearly for the term of the Decree beginning six (6) months from the date that the Court approves the Decree, it shall provide a written report to the Commission regarding all internal complaints of racial discrimination or retaliation. The reports shall include the following information:
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RPCS DECREE Ov7

(a) name, race, last known residential address, and land line and/or cell telephone number of the person who made the complaint;
(b) name, race, and position title of person about whom a complaint was made;
(c) date ofthe complaint; (d) allegations of the complaint; (e) name, race, and position title of any person who participated in any investigation or decision-making regarding the complaint; (t) actions taken, if any, as a result of the investigation of the complaint; and (g) copies of all documents pertaining to any investigation into the matter including all interview notes. 2. RPCS shall provide all written reports required by this Decree to Jean P. Kamp, Acting Regional Attorney, United States Equal Employment Opportunity Commission, St. Louis District Office, 1222 Spruce St., Rm. 8.100, St. Louis, MO 63103. 3. During the term of this Decree RPCS shall allow representatives of the Commission to review RPCS's compliance with this Decree by inspecting and photocopying relevant documents and records, interviewing employees and management officials on their premises, and inspecting RPCS's premises. Such review of compliance shall be initiated by written notice to RPCS's attorneys of record at least three (3) business days in advance of any inspection.
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RPCS DECREE Ov7

v. Tenn and Effect of the Decree
1. This Decree shall be binding upon the parties hereto, their successors and assigns..
2. This Decree shall be in force for a period of three (3) years. During the Decree's tenn, the Court shall retain jurisdiction of this cause for purposes of enforcement.
3. The parties shall bear their own costs and attorneys' fees.
DATE:,---'+r4~r/c--"O~7'-----
6 RPCS DECREE Ov7

BY CONSENT: FOR PLAINTIFF EEOC: JeanP. Kamp Acting Regional Attorney
Barbara Seely Supervisory Trial Attorney
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Kansas City Area Office Gateway Tower II 4th and State Avenue, 9th Floor Kansas City, KS 66101 (913) 551-5844 (tel) (913) 551-6957 (fax)

LATHROP & GAGE L.C.
BY:~~' .~
Tina G. Fowler Missouri Bar No. 48522 tfowler@lathropgage.com 1845 S. National Springfield, MO 65804 Phone: (417) 886-2000 Fax: (417) 886-9126
FOR DEFENDANT RPCS, INC.

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RPCS DECREE ()v7

. ,
EXHIBIT A NOTICE [Applicable company letterhead] This notice is being posted pursuant to an agreement between RPCS, Inc. and the Equal Employment Opportunity Commission (EEOC). Federal Law requires that there be no discrimination against any employee or applicant for employment because of the individual's race, color, religion, sex, national origin, disability or age (40 and over) with respect to hiring, firing, promotions, compensation, or other terms, conditions or privileges of employment. RPCS, Inc. supports and will comply with such federal law in all respects and will not take any action against employees because they have exercised their rights under the law. RPCS, Inc. will provide training, consistent with its prior practices, to management employees within three (3) months of the date indicated below, with particular emphasis on racial discrimination and retaliation. RPCS, Inc.'s employees are encouraged' and requested to promptly report to their supervisor, to another supervisor, or to the. Director of Human Resources any possible unlawful discrimination or harassment. Complaints will be handled with as much confidentiality as possible, and no employee who makes a report or provides information as a witness will be penalized or retaliated against. An immediate investigation will be conducted and appropriate corrective action, as necessary, will be taken, up to and including termination of the wrongdoer. An employee also may report possible unlawful discrimination or harassment to the Equal Employment Opportunity Commission, Gateway Tower II, 4 and State Ave., 9th Floor, Kansas City, KS 66101, (913) 551-5655. Signedthis _ _ _ _ DAYOF _ _ _ _ _ _ _ _ _ _,2007.
RPCS,INC.
By_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ Chief Executive Officer
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RPCS DECREE Ov7

 
 CM/ECF Western District of Missouri

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CLOSED, CONSENT
U.S. District Court United States District Court for the Western District of Missouri (Springfield)
CIVIL DOCKET FOR CASE #: 6:06-cv-03287-WAK

EEOC v. Roswil, Inc. Assigned to: Magistrate Judge William A. Knox Cause: 42:1983 Civil Rights (Employment Discrimination)

Date Filed: 07/27/2006 Date Terminated: 10/16/2007 Jury Demand: Plaintiff Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff

Plaintiff EEOC

represented by Anne E. Gusewelle Equal Employment Opportunity Commission Gateway Tower II 4th and State Avenue, 9th Flr. Kansas City, KS 66101 (913) 551-5844 Fax: (913) 551-6957 Email: anne.gusewelle@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED

Rebecca S. Stith Equal Employment Opportunity Commission Robert Young Federal Building 1222 Spruce Street Room 8.100 St. Louis, MO 63103 (314) 539-7917 Fax: (314)539-7895 Email: rebecca.stith@eeoc.gov ATTORNEY TO BE NOTICED

V.
Defendant
Roswil, Inc. doing business as Ramey's/Price Cutter Supermarkets

represented by Aaron D. Jones Hulston, Jones & Marsh 2060 East Sunshine Springfield, MO 65804 (417) 887-1858

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Defendant RPCS, Inc.

Fax: (417) 887-3029 Email: dwjlaw@mindspring.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Donald W. Jones Hulston, Jones & Marsh 2060 East Sunshine Springfield, MO 65804 (417) 887-1858 Fax: 417/887-3029 Email: dwjlaw@mindspring.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
represented by Tina G. Fowler Lathrop & Gage L.C. 1845 S. National P. O. Box 4288 Springfield, MO 65808-4288 (417) 886-2000 Fax: (4170 886-9126 Email: tfowler@lathropgage.com LEAD ATTORNEY ATTORNEY TO BE NOTICED

Date Filed 07/27/2006
07/27/2006
08/10/2006 08/15/2006 08/30/2006 08/30/2006 10/13/2006

# Docket Text
1 COMPLAINT against Roswil, Inc. (Filing fee $350) Service due by 11/24/2006, filed by Anne E. Gusewelle on behalf of EEOC.(Gusewelle, Anne) Additional attachment(s) added on 8/9/2006 (Anderson, Christy). (Entered: 07/27/2006)
NOTICE OF MAGISTRATE ASSIGNMENT e-mailed to party atty's. This is a docket entry only. No document is attached. Magistrate Return due by 8/16/2006. (Polodna, Christy) (Entered: 07/27/2006)
2 WAIVER OF SERVICE returned executed by EEOC. Roswil, Inc. waiver sent on 7/27/2006, answer due 9/25/2006. (Gusewelle, Anne) (Entered: 08/10/2006)
3 AMENDED COMPLAINT against all defendants filed by Anne E. Gusewelle on behalf of EEOC.(Gusewelle, Anne) (Entered: 08/15/2006)
4 WAIVER OF SERVICE returned executed by EEOC. Roswil, Inc. waiver sent on 8/15/2006, answer due 10/16/2006. (Gusewelle, Anne) (Entered: 08/30/2006)
5 WAIVER OF SERVICE returned executed by EEOC. RPCS, Inc. waiver sent on 8/15/2006, answer due 10/16/2006. (Gusewelle, Anne) (Entered: 08/30/2006)
6 ANSWER to Complaint filed by Aaron D. Jones on behalf of Defendant Roswil, Inc..(Jones, Aaron) (Entered: 10/13/2006)

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10/13/2006 10/16/2006 10/24/2006 10/26/2006 01/16/2007 01/23/2007 01/24/2007
01/29/2007 01/29/2007 01/29/2007 03/12/2007 03/21/2007 03/27/2007
09/19/2007

7 Separate Defendant RPCS, Inc.'s ANSWER to Amended Complaint filed by Tina G. Fowler on behalf of Defendant RPCS, Inc..(Fowler, Tina) (Entered: 10/13/2006)
NOTICE OF MAGISTRATE ASSIGNMENT emailed to counsel for RCPS. This is a docket entry only. No document is attached. Magistrate Return due by 10/27/2006 (Price, Jackie) (Entered: 10/16/2006)
8 Rule 16 Notice. Proposed scheduling order due by 1/16/2007; Rule 26 conference due by 12/20/2006. Signed by Judge William A. Knox on 10/24/2006. (Bode, Kay) (Entered: 10/24/2006)
9 NOTICE of Magistrate Assignment Returned by RPCS, Inc., EEOC, Roswil, Inc.. Jurisdiction by magistrate accepted (Attachments: # 1 # 2)(Price, Jackie) (Entered: 10/26/2006)
10 PROPOSED SCHEDULING ORDER by RPCS, Inc., EEOC, Roswil, Inc.. (Gusewelle, Anne) (Entered: 01/16/2007)
11 SCHEDULING ORDER: Discovery due by 8/31/2007; dispositive motions due by 9/28/2007. Signed by Judge William A. Knox on 1/23/2007. (Bode, Kay) (Entered: 01/23/2007)
12 JURY TRIAL set for 4/7/2008 at 11:30 AM in Courtroom 2, Springfield before Judge William Knox. Pretrial conference set for April 1, 2008, at 2:00 pm by telephone. Signed by Judge William A. Knox on 1/24/07. (Price, Jackie) (Entered: 01/24/2007)
13 CERTIFICATE OF SERVICE OF INITIAL RULE 26 DISCLOSURES filed by Donald W. Jones on behalf of Defendant Roswil, Inc..(Jones, Donald) (Entered: 01/29/2007)
14 CERTIFICATE OF SERVICE OF INITIAL RULE 26 DISCLOSURES filed by Tina G. Fowler on behalf of Defendant RPCS, Inc..(Fowler, Tina) (Entered: 01/29/2007)
15 CERTIFICATE OF SERVICE OF INITIAL RULE 26 DISCLOSURES filed by Anne E. Gusewelle on behalf of Plaintiff EEOC.(Gusewelle, Anne) (Entered: 01/29/2007)
16 NOTICE of appearance by Rebecca S. Stith on behalf of EEOC (Stith, Rebecca) (Entered: 03/12/2007)
17 Joint MOTION to amend/correct the Scheduling Order filed by Aaron D. Jones on behalf of all parties. Suggestions in opposition/response due by 4/5/2007 unless otherwise directed by the court. (Jones, Aaron) (Entered: 03/21/2007)
18 ORDER granting 17 motion to amend scheduling order; discovery deadline extended to 11/29/2007, dispositive motion deadline extended to 12/27/2007. Signed by Judge William A. Knox on 3/27/2007. (Bode, Kay) (Entered: 03/27/2007)
19 CONSENT DECREE. Signed by Judge William A. Knox on 9/19/2007. (Bode, Kay) (Entered: 09/24/2007)

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