IN THE UNITED STATES DISTRICT COURT FOR THE WESTERN DISTRICT OF NORTH CAROLINA
CHARLOTTE DIVISION

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,
Plaintiff,

CIVIL ACTION NO.

HR AMERICA, INC. and SUMMIT HOSPITALITY GROUP, LTD.,
Defendants.

COMPLAINT 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 (male), and retaliation, and to provide appropriate relief to Thomas R. Page and other similarly situated current and former employees who were adversely affected by such practices. Specifically, the Equal Employment Opportunity Commission (the"Commission") contends that Thomas R. Page and other similarly situated male employees were sexually harassed while working for HR America, Inc. and Summit Hospitality Group, LTD (collectively "Defendants"). Additionally, the Commission contends that Defendants discharged Thomas R. Page in retaliation for his complaints of sexual harassment.
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 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 Western District of North Carolina. PARTIES
3. Plaintiff, the Equal Employment Opportunity 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(0(1) and (3) of Title VII, 42 U.S.C. § 2000e-5(f)(1) and (3).
4. At all relevant times, Defendant HR America, Inc. ("HR America"), has been a North Carolina corporation doing business in the state of North Carolina and the city of Charlotte, and has continuously had at least fifteen (15) employees.
5. At all relevant times, Defendant Summit Hospitality Group, Ltd. ("Summit Hospitality"), has been a North Carolina corporation doing business in the state of North Carolina and the city of Charlotte, and has continuously had at least fifteen (15) employees.
6. At all relevant times, Defendant HR America 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).
7. At all relevant times, Defendant Summit Hospitality 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 8. More than thirty days prior to the institution of this lawsuit, Thomas R. Page filed a charge with the Commission alleging violations of Title VII by Defendants. All conditions precedent to the institution of this lawsuit have been fulfilled. 9. Since at least July 2000, Defendants engaged in unlawful employment practices at the Monticello Restaurant located in the Dunhill Hotel, 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). The unlawful practices include: a. subjecting Thomas R. Page and other similarly situated male employees to sexual
harassment, including unwelcome touching, sexual advances and sexual comments; and b, discharging Thomas R. Page in retaliation for his opposition to practices declared unlawful by Title VII of the Civil Rights Act of 1964, as amended. 10. The effect of the practices complained of in paragraph 9 above has been to deprive Thomas R. Page and other similarly situated male employees of equal employment opportunities and otherwise adversely affect their status as employees, because of their sex. 11. The effect of the practices complained of in paragraph 9 above has been to deprive Thomas R. Page and other similarly situated male employees of equal employment opportunities and otherwise adversely affect his status as an employee, because of his opposition to employment practices declared unlawful by Title VII. 12. The unlawful employment practices complained of in paragraph 9 above were intentional. 13. The unlawful employment practices complained of in paragraph 9 above were done with malice or with reckless indifference to the federally protected rights of Thomas R. Page and

other similarly situated current and former male employees.

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 sexual harassment and

any other employment practice which discriminates on the basis of sex.

B.

Grant a permanent injunction enjoining Defendants, their officers, successors,

assigns, and all persons in active concert or participation with them, from discriminating against

current or former employees based on their opposition to unlawful employment practices and/or their

participation in investigations, proceedings or hearings under Title VII.

C. Order Defendants to institute and carry out policies, practices, and programs which

provide equal employment opportunities for men, and which eradicate the effects of their past and

present unlawful employment practices.

D. Order Defendants to institute and carry out policies, practices, and programs which

provide equal employment opportunities for employees who have opposed unlawful employment

practices and/or participated in investigations, proceedings or hearings under Title VII.

E. Order Defendants to make whole Thomas R. Page and other similarly situated current

and former male employees by providing appropriate back pay with prejudgment interest, in

amounts to be determined at trial, and other affirmative relief necessary to eradicate the effects of

the unlawful employment practices described in paragraph 9 above, including but not limited to reinstatement or front pay.

F. Order Defendants to make whole Thomas R. Page and other similarly situated current

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and former male 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 medical expenses and job search expenses, in amounts to be determined at trial.
G. Order Defendants to make whole Thomas R. Page and other similarly situated current and former male employees by providing compensation for past and future nonpecuniary losses
resulting from the unlawful employment practices complained of in paragraph 9 above, including but not limited to emotional pain, suffering, inconvenience, loss of enjoyment of life, and
humiliation, in amounts to be determined at trial. H. Order Defendants to pay Thomas R. Page and other similarly situated current and
former male employees punitive damages for their malicious and 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.
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 YOUNG REAMS Associate General Counsel EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION 1801 L Street, N.W. Washington, D.C. 20507
MIND~ E~INgTEIN RegionaTAttorney

C. SIMPSON ;upervisory Trial
EMPLOYMENT OPPORTUNITY COMMI SION 129 West Trade Street, Suite 400 Charlotte, NC 28202 704.344.6887

 
 RECEIVED

CHARLOTTE. N 1:.

JAN 302003

IN THE UNITED STATES DISTRICT COURT FOR THE WESTERN DISTRICT OF NORTH CAROLINA

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EQUAL EMPLOYMENT

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OPPORTUNITY COMMISSION,

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CIVIL ACTION NO. 3:01CV554-N_WI' ["I"::.:.:::": ~ ."(.''I. 1

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Plaintiff,

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v.

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CONSENT DECREE

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HR AMERICA, INC. and

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SUMMIT HOSPITALITY GROUP, LTD., )

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Defendants.

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--------------------------)

The Equal Employment Opportunity Commission ("EEOC" or "the Commission") instituted

this action pursuant to Section 706(f)(1) and (3) of Title VII of the Civil Rights Act of 1964, as

amended, 42 U.S.C. Section 2000e-5(f)(l) and (3) ("Title VII"), and Section 102 of the Civil Rights

Act of 1991,42 U.S.C. § 1981a.

The Commission and the Defendants hereby stipulate to jurisdiction of the Court over the

parties and agree that the subject matter of this action is properly before the Court.

The parties have advised this Court that they desire to resolve the allegations in the

Complaint without the hurden, expense, and delay of further litigation. As such, the Defendants

make no admission of liability in this matter and have agreed to this resolution simply as a matter

of economic efficiency.

It is therefore the finding of this Court, made on the pleadings and the record as a whole, that:

(1) the Court has jurisdiction over the parties and the subject matter of this action; (2) the purpose

and provisions of Title VII will be promoted and effectuated by the entry of the Consent Decree; and

(3) this Decree resolves all matters in controversy between the parties as provided in paragraphs 1

through 15 below.

It is therefore ORDERED, ADJUDGED AND DECREED as follows: 1. Defendants shall not discriminate against or harass individuals on the basis of sex within the meaning of Title VII of the Civil Rights Act of 1964, and specifically shall not subject employees to unlawful sexual harassment. 2. Defendants shall not discriminate or retaliate against any person because of opposition to any practice made unlawful under Title VII, or because of the filing of a charge, the giving of testimony or assistance, or the participation in any investigation, proceeding or hearing under the foregoing statute. 3. Defendants shall pay the sum of Ten Thousand Eight Hundred and Seventy-Five Dollars ($10,875.00) as damages in this action. Specifically, Defendants shall pay Thomas R. Page the sum of Nine Thousand Dollars ($9,000.00) as damages in this action and Defendants shall pay Eric Robinson the sum of One Thousand Eight Hundred Seventy-Five Dollars ($1,875.00) as damages in this action. The total amount to be paid pursuant to this Decree is Ten Thousand Eight Hundred and Seventy-Five Dollars ($10,875.00). Defendants shall make payment by issuing the following, the sum of which shall not exceed Ten Thousand Eight Hundred and Seventy-Five Dollars ($10,875.00): (1) a check directly payable to Thomas R. Page in the amount of Nine Thousand Dollars ($9,000.00); and (2) a check directly payable to Eric Robinson in the amount of One Thousand Eight Hundred Seventy-Five Dollars ($1,875.00). Payment shall be made within ten (10) days after the Court enters this Consent Decree. Defendants shall mail the checks to Mr. Page and Mr. Robinson at respective addresses to be provided by the Commission in a separate correspondence. Within ten (10) days after the checks have been sent to Mr. Page and Mr. Robinson, Defendants shall mail to Mindy E. Weinstein, Regional Attorney, Equal Employment Opportunity Commission, 129 West Trade Street, Suite 400,
2

Charlotte, NC 28202, a copy of each check and proof of its delivery. 4. Defendants are jointly and severally liable for payment of the sums outlined in
paragraph three above. 5. Defendants agree to eliminate from the employment records of Thomas R. Page and
Eric Robinson any and all documents and entries relating to the facts and circumstances which led to the filing of the EEOC charge of discrimination and the related events that occurred thereafter, including the filing of this lawsuit.
6. Defendants agree to provide Thomas R. Page and Eric Robinson with a neutral letter of reference, a copy of which is attached hereto. In addition, if Defendants receive any inquiries regarding the employment of either gentleman, they will respond in conformity with the neutral letter of reference.
7. Within 90 days of the entry of this decree by the Court, Defendants shall each adopt, implement and distribute to employees of the Dunhill Hotel, a formal, written anti-discriminatIOn policy, which shall include an explanation of the requirements of the federal equal employment opportunity laws, including Title VII of the Civil Rights Act of 1964 and its prohibition against sex discrimination in the workplace, including sexual harassment, and retaliation, and a procedure for complaining about discrimination. During the terms of this Decree, Defendants shall distribute the policy to all new DunhiIl Hotel employees at the time of hire.
S. During the term of this Decree, Defendants shall be jointly and severally liable for providing an annual training program on Title VII to all personnel at the Dunhill Hotel, including the Monticello Restaurant. At least fifteen (15) days prior to each program, Defendants shall provide the Commission with an agenda for the training program. Each training program shall include an explanation of the requirements of the federal equal employment opportunity laws, including Title
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VII of the Civil Rights Act of 1964 and its prohibition against sex discrimination in the workplace, including sexual harassment, and retaliation. Each training program shall also cover the Dunhill Hotel's harassment policies and an explanation of the rights and responsibilities of employees and managers under the policies. The first training program shall be completed within ninety (90) days after entry of the decree by the Court. Each subsequent training program shall be conducted at approximately one-year intervals. Within ten (10) days after completion of each training program, Defendants shall certify to the Commission the specific training which was undertaken.
9. During the term of this Decree, Defendants shall conspicuously post the attached Employee Notice, marked Appendix A, hereby made a part ofthis Decree, in The Dunhill Hotel, in a place where it is visible to employees. If the Notice becomes defaced or unreadable, Defendants shall replace it by posting another copy of the Notice.
10. Each Defendant agrees to provide the Commission with semi-annual reports during the term of this Decree. The reports shall include the following information: the identities of all of the Dunhill Hotel employees who, during the respective reporting period, have complained of or reported sexual harassment or retaliation, including by way of identification each person's name, home address, home telephone number, social security number, and gender; a statement of the individual's complaint; and a description of what action was taken in response to the individual's complaint. Each Defendant shall submit the first report to the Commission four months after the date of entry of this Consent Decree and shall submit subsequent reports every six months thereafter during the term of this Decree.
II. Defendants agree that the Commission may review compliance with this Decree. As part of sllch review, the Commission, upon reasonable notice, may inspect the relevant areas of the premises, interview non-managerial employees who have relevant knowledge, and examine and copy
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documents relevant to the alleged non-compliance.

12. If at any time during the term of this Decree, the Commission believes that a

Defendant is in violation of this Decree, the Commission shall give written notice of the alleged

violation to the respective Defendant. The Defendant then shall have twenty (20) days in which to

investigate and respond to the allegations. Thereafter, the parties shall have a period of twenty (20)

days, or such additional period as may be agreed upon by them, in which to engage in negotiation

and conciliation regarding such allegations, before the Commission exercises any remedy provided

by law.

13. Except as otherwise provided herein, each party shall bear its own costs and fees.

14. The term of this Decree shall be for eighteen (18) months from its entry by the Court.

15. This Court shall retain jurisdiction of this cause for the term of this Decree for

purposes of monitoring compliance with this Decree and entry of such further orders as may be

necessary or appropriate.

~!!.~
s ' t e s Distfict Judge Western District of North Carolina

5

The parties jointly request that the Court approve and enter the Consent Decree:

. O-fkywrY ThIs the.3Q~: day

2003:

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, Plaintiff

GWENDOLYN YOUNG REAMS Associate General Counsel
~~ MINDY . W STEIN
Regional Attorney
t&~~~~L
(NC Bar No. 26192) Trial Attorney 129 West Trade Street, Suite 400 Charlotte, N.C. 28202 704.344.6885 704.344.6780 (Facsimile)
This the ~q day of SltNv~ '( 2003:

HR AMERICA, INC. and SUMMIT HOSPITALITY GROUP, LTD., Defendants
Rca A-, ~
Robert A. Sar, Esq. (NC Bar No, 22306) OGLETREE, DEAKINS, NASH
SMOAK & STEWART, P.c. Post Office Box 31680 Raleigh, North Carolina 27622 919.787.9700 919.783.9412 (Facsimile) Attorney for Defendants

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[to be placed on the Dunhill Hotel's letterhead)
EMPLOYEE NOTICE
This Notice is postcd pursuant to a settlement between the U.S. Equal Employment Opportunity Commission, HR America, Inc. and Summit Hospitality Group, LTD. in a case of discrimination based on gender and retaliation, specifically, Civil Action No. 3:0ICV554-M filed in the U.S. District Court for the Western District of North Carolina, Charlotte Division. Federal law requires that employers not discriminate against any employee or applicant for employment because of the individual's race, color, religion, sex, national origin, age (40 or older) or disability. Discrimination, sexual harassment or hostile work environments have no place in our business. Our company supports and will comply with such federal law in all respects. If you believe you have been the victim of any illegal discrimination or harassment, you must report your concerns to management immediately. Please consult our anti-discrimination policy for more details We want to solve any problems you believe exist. An employee has the right, and is encouraged to exercise that right, to report allegations of employment discrimination in the workplace. An employee may contact their local U. S. Equal Employment Opportunity Commission field office for the purpose of filing a charge of employment discrimination. To locate the nearest field office, contact:
Equal Employment Opportunity Commission 1801 L Street, N.W.
Washington, DC 20507 TEL: 1-800-669-4000 TTY: 1-800-669-6820
APPENDIX A
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[to be placed on the Dunhill Hotel's letterhead] To whom it may concern: We are pleased to provide you with the following information about our former employee (insert name]. [insert name] worked for the Dunhill Hotel from [date range]. [insert name] worked as a (insert position] during his tenure of employment. (insert name] proficiently carried out his duties as a [insert position]. We hope that this information is helpful to you and to [insert name]. [insert company signature].
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clc United States District court
for the Western District of North Carolina
January 31, 2003
* * MAILING CERTIFICATE OF CLERK * *
Re: 3:01-cv-00554
True and correct copies of the attached were mailed by the clerk to the following:
Gwendolyn Young Reams, Esq. Equal Employment Opportunity Commission 1801 L Street, N.W. 7th Floor Washington, DC 20507
Mindy E. Weinstein, Esq. Equal Employment Opportunity Commission 129 W. Trade St. Suite 400 Charlotte, NC 28202-2799
Kara L. Gibbon Haden, Esq. Equal Employment Opportunity Commission 129 W. Trade St. Suite 400 Charlotte, NC 28202-2799
Robert A. Sar, Esq. Ogletree, Deakins, Nash, Smoak and Stewart P. O. Box 31608 Raleigh, NC 27622
C. Matthew Keen, Esq. Ogletree, Deakins, Nash, Smoak and Stewart P. O. Box 31608 Raleigh, NC 27622

cc: Judge Magistrate Judge U.S. Marshal Probation U.S. Attorney Atty. for Deft. Defendant Warden Bureau of Prisons court Reporter Courtroom Deputy Orig-Security Bankruptcy Clerk's Ofc.
Other-----------------
Date: '/~/hr. rl

& ! Fran~G.Ohns, Clerk
By: De uty Clerk

 
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U.S. District Court Western District of North Carolina (Charlotte) CIVIL DOCKET FOR CASE #: 3:01-cv-00554

CLOSED

EEOC v. HR Amer Inc, et al Assigned to: Graham Mullen Demand: $0 Cause: 42:2000 Job Discrimination (Sex) Plaintiff Equal Employment Opportunity Commission
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Date Filed: 09/28/2001 Date Terminated: 02/11/2003 Jury Demand: Both Nature of Suit: 442 Civil Rights: Jobs Jurisdiction: U.S. Government Plaintiff
represented by Bobby C. Simpson Equal Employment Opportunity Commission Charlotte District Office 129 West Trade Street Suite 400 Charlotte, NC 28202 704-334-6885 TERMINATED: 01/14/2002 LEAD ATTORNEY ATTORNEY TO BE NOTICED
Gwendolyn Young Reams Equal Employment Opportunity Commission 1801 L Street, N.W. 7th Floor Washington, DC 20507 202/663-4736 LEAD ATTORNEY ATTORNEY TO BE NOTICED
Kara Gibbon Haden Equal Employment Opportunity Commission Charlotte District Office 129 West Trade Street, Suite 400 Charlotte, NC 28202 704.344.6887 Fax: 704.344.6780 Email: kara.haden@eeoc.gov LEAD ATTORNEY ATTORNEY TO BE NOTICED
Mindy E. Weinstein Equal Employment Opportunity
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Commission Charlotte District Office 129 West Trade Street Suite 400 Charlotte, NC 28202 704-334-6885 LEAD ATTORNEY ATTORNEY TO BE NOTICED
represented by Allan Warren Singer McNair Law Firm, P.A. McNair Law Firm, PA Two Wachovia Center, Suite 1615 301 South Tryon Street Charlotte, NC 28282 704-347-1170 Fax: 704-347-4467 Email: asinger@mcnair.net TERMINATED: 06/18/2002 LEAD ATTORNEY ATTORNEY TO BE NOTICED
Jennifer Fowler-Hermes Kunkel, Miller & Hament 235 N. Orange Ave. Suite 200 Orange Professional Centre Sarasota, FL 34236 941/365-6006 TERMINATED: 06/18/2002 LEAD ATTORNEY ATTORNEY TO BE NOTICED
John M. Hament Kunkel, Miller & Hament 235 N. Orange Ave. Suite 200 Orange Professional Centre Sarasota, FL 34236 941/365-6006 TERMINATED: 06/18/2002 LEAD ATTORNEY ATTORNEY TO BE NOTICED
Robert A Sar Ogletree, Deakins, Nash, Smoak and Stewart 2301 Sugar Bush Road Suite 600
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Defendant Summit Hospitality Group, Ltd.

Raleigh, NC 27612 919-789-3160 Fax: 919-783-9412 Email: Robert.Sar@ogletreedeakins.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
represented by C. Matthew Keen Ogletree, Deakins, Nash, Smoak and Stewart Ogletree, Deakins, Nash, Smoak & Stewart P.C. 2301 Sugar Bush Road Suite 600 Raleigh, NC 27612 919 789 3162 Fax: 919 783 9412 Email: matt.keen@ogletreedeakins.com LEAD ATTORNEY ATTORNEY TO BE NOTICED
Robert A Sar (See above for address) LEAD ATTORNEY ATTORNEY TO BE NOTICED

Date Filed 09/28/2001 10/01/2001 11/30/2001 12/03/2001
12/21/2001 12/21/2001 01/02/2002

#

Docket Text

1 COMPLAINT (former emp) (Entered: 10/01/2001)
2 CONSENT/REFUSAL to Magistrate Jurisdiction by EEOC - consent (former emp) (Entered: 10/04/2001)
3 MOTION with Memorandum in Support by HR Amer Inc to Extend Time to 12/31/01 to answer or plead to cmp (former emp) (Entered: 12/03/2001)
4 ORDER granting [3-1] motion to Extend Time to 12/31/01 to answer or plead to cmp, set Answer deadline to 12/31/01 for HR Amer Inc ( signed by Magistrate Judge Carl Horn III ) [EOD DATE: 12/3/01] (former emp) (Entered: 12/03/2001)
5 MOTION by HR Amer Inc for John M. Hament to Appear Pro Hac Vice - Adm Fee paid - Rc#20127 (bsw) (Entered: 12/26/2001)
6 MOTION by HR Amer Inc for Jennifer Fowler-Hermes to Appear Pro Hac Vice fee paid - rc#20127 (bsw) (Entered: 12/26/2001)
7 WAIVER OF SERVICE Returned Executed as to Summit Hospitality 11/16/01 Answer due on 1/15/02 for Summit Hospitality (former emp) (Entered: 01/04/2002)

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01/02/2002 01/07/2002 01/07/2002 01/10/2002 01/14/2002 03/06/2002 03/22/2002
06/11/2002 06/18/2002
10/03/2002 10/03/2002 01/31/2003 02/11/2003

8 ANSWER to Complaint by HR Amer Inc (Attorney John M. Hament, Jennifer Fowler-Hermes), (former emp) (Entered: 01/08/2002)
9 ANSWER to Complaint by Summit Hospitality (Attorney Robert A. Sar, C. Matthew Keen),; jury demand (former emp) (Entered: 01/10/2002)
10 CONSENT/REFUSAL to Magistrate Jurisdiction by Summit Hospitality - refusal (former emp) (Entered: 01/10/2002)
11 CASE reassigned to Judge Graham C. Mullen - notice of reassignment mailed to parties. (former emp) (Entered: 01/10/2002)
12 Substitution of Counsel terminating attorney Bobby C. Simpson for EEOC and substituting Kara L. Gibbon Haden (former emp) (Entered: 01/15/2002)
13 Certificate of I.A.C. by plaintiff EEOC, defendant HR Amer Inc, defendant Summit Hospitality (bsw) (Entered: 03/06/2002)
14 INITIAL PRETRIAL ORDER Discovery deadline is 1/31/03 Motion filing deadline is 3/3/03 Mediation due: 1/31/03 Jury Trial set for 9:30 6/2/03 before Judge Graham C. Mullen ( signed by Judge Graham C. Mullen ) (bsw) (Entered: 03/22/2002)
15 MOTION by HR Amer Inc to Substitute Attorney Robert A. Sar of Ogletree, Deakins, Nash in place of Allan Singer, John Hament and Jennifer Fowler-Hermes of Kunkel Miller & Hament (bsw) (Entered: 06/11/2002)
16 ORDER granting [15-1] motion to Substitute Attorney Robert A. Sar of Ogletree, Deakins, Nash in place of Allan Singer, John Hament and Jennifer Fowler-Hermes of Kunkel Miller & Hament terminated attorney Jennifer Fowler-Hermes for HR Amer Inc, attorney John M. Hament for HR Amer Inc, attorney Jennifer Fowler-Hermes for HR Amer Inc, attorney John M. Hament for HR Amer Inc, attorney Allan W. Singer for HR Amer Inc ( signed by Judge Graham C. Mullen ) [EOD DATE: 6/20/02] (bsw) (Entered: 06/20/2002)
17 ORDER granting [5-1] motion for John M. Hament to Appear Pro Hac Vice ( signed by Judge Graham C. Mullen ) [EOD DATE: 10/3/02] (former emp) (Entered: 10/03/2002)
18 ORDER granting [6-1] motion for Jennifer Fowler-Hermes to Appear Pro Hac Vice ( signed by Judge Graham C. Mullen ) [EOD DATE: 10/3/02] (former emp) (Entered: 10/03/2002)
19 CONSENT DECREE by plaintiff EEOC, defendant HR Amer Inc, defendant Summit Hospitality (clc) (Entered: 01/31/2003)
Case closed (clc) (Entered: 02/11/2003)

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