Source: s3://data.kl3m.ai/documents/govinfo/USCOURTS/USCOURTS-casd-3_08-cv-01785/USCOURTS-casd-3_08-cv-01785-0/pdf.json

Nature of Suit Code: 442
Nature of Suit: Civil Rights Employment
Cause of Action: 42:2000e Job Discrimination (Employment)

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Anna Y. Park, SBN 164242 

Derek W. Li, SBN 150122 

Victor G. Viramontes, SBN 214158 

Lorena Garcia, SBN 234091 

Amrita Mallik, SBN 249152 

U.S. EQUAL EMPLOYMENT 

OPPORTUNITY COMMISSION 

255 East Temple Street, Fourth Floor 

Los Angeles, CA 90012 

Telephone: (213) 894-1068 

Facsimile: (213) 894-1301 

E-Mail: lado.legal@eeoc.gov 

Attorneys for Plaintiff 

U.S. EQUAL EMPLOYMENT 

OPPORTUNITY COMMISSION 

Jeffrey P. Fuchsman 

BALLARD ROSENBERG GOLPER & SAVITT 

111 Universal Hollywood Dr., Sixteenth Floor 

Universal City, CA 91608 

Telephone: (818) 508-3700 

Facsimile: (818) 506-4827 

Attorneys for Defendant

ResCom Services, Inc. 

UNITED STATES DISTRICT COURT 

SOUTHERN DISTRICT OF CALIFORNIA 

U.S. EQUAL EMPLOYMENT 

OPPORTUNITY COMMISSION, 

 Plaintiff, 

 vs. 

ResCom Services, Inc., and DOES 1-

10, Inclusive, 

 Defendant(s).

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Case No.: 08-CV-01785-JMA 

CONSENT DECREE; ORDER 

Case 3:08-cv-01785-WQH-JMA Document 22 Filed 07/01/09 Page 1 of 17
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I.

INTRODUCTION

 Plaintiff U.S. Equal Employment Opportunity Commission (the “EEOC” or 

“Commission”) and Defendant ResCom Services, Inc. (referred to as “ResCom” or 

“Defendant”) agree to the entry of this Consent Decree to resolve the EEOC’s 

Complaint, filed under Title VII of the Civil Rights Act, as amended, 42 U.S.C. 

section 2000e et seq. (“Title VII”). The EEOC’s complaint alleges that Elvis 

Lopez, hereafter referred to as the “Charging Party” and other similarly situated 

individuals were subject to discrimination due to their national origin 

(Hispanic/Latino), including racial harassment during their employment with 

Defendant. The Commission’s complaint further alleges that the Charging Party 

and others were retaliated against after they complained about the discrimination 

and disparate treatment. Defendant denies each and every allegation set forth in 

the EEOC’s Complaint but is willing to enter into this Consent Decree on the terms 

and conditions hereinafter set forth in settlement of all claims made by the EEOC 

in such Complaint. 

II.

PURPOSES AND SCOPE OF THE CONSENT DECREE 

 A. The Parties to this Consent Decree (“Decree”) are the EEOC and 

Defendant. This Decree shall be binding on and enforceable against Defendant 

and its officers, directors, agents, successors, and assigns. 

 B. The Parties have entered into the Decree for the following purposes: 

 1. To provide the appropriate monetary and injunctive relief; 

 2. To ensure that Defendant’s employment practices comply with 

federal law; 

 3. To ensure a work environment free from national origin and 

racial discrimination, harassment, and retaliation subsequent to any complaint of 

harassment; 

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 4. To ensure training for Defendant’s managers and employees 

with respect to the law against national origin and racial discrimination, 

harassment and any subsequent retaliation; 

 5. To provide an appropriate and effective mechanism for 

handling complaints of national origin and racial discrimination, harassment and 

any subsequent retaliation in the workplace; and 

 6. To avoid expensive and protracted costs incident to this 

litigation. 

III.

RELEASE OF CLAIMS 

 A. This Decree fully and completely resolves between Defendant and the 

EEOC all claims, including any and all claims of similarly-situated employees and 

allegations that are raised by the EEOC against Defendant in the Complaint filed in 

the United States District Court, Southern District of California on September 30, 

2008, captioned U.S. Equal Employment Opportunity Commission v. ResCom 

Services, Inc., Case No. CV-01785-WQH-JMA, (the “Complaint”). 

 B. Nothing in this Decree shall be construed to preclude any party from 

bringing suit to enforce this Decree in the event that any party fails to perform the 

promises and representations contained here. 

 C. Nothing in this Decree shall be construed to limit or reduce 

Defendant’s obligation to comply fully with Title VII or any other federal 

employment statute. 

 D. This Decree in no way affects the EEOC’s right to bring, investigate 

or litigate other charges that may be in existence or may later arise against 

Defendant in accordance with standard EEOC procedures. 

/ / / 

/ / / 

/ / / 

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IV.

EFFECTIVE DATE AND DURATION OF DECREE 

 A. The provisions and agreements contained here are effective 

immediately upon the date which this Decree is entered by the Court (“the 

Effective Date”). 

 B. Except as otherwise provided here, the Decree shall remain in effect 

for three (3) years after the Effective Date. 

V.

MODIFICATION AND SEVERABILITY 

 A. This Decree constitutes the complete understanding of the parties with 

respect to the matters contained here. No waiver, modification, or amendment of 

any provision of this Decree will be effective unless made in writing and signed by 

an authorized representative of each of the parties. 

 B. If one or more provisions of the Decree are rendered unlawful or 

unenforceable, the Parties shall make good faith efforts to agree upon appropriate 

amendments to this Decree to effectuate the purposes of the Decree. In any event, 

the remaining provisions will remain in full force and effect, unless the purposes of 

the Decree cannot be achieved despite the Parties’ reasonable efforts. 

 C. By mutual agreement of the Parties, this Decree may be amended or 

modified in writing in the interests of justice and fairness to effectuate the 

provisions of this Decree. 

VI.

JURISDICTION 

 A. The Court has jurisdiction over the Parties and the subject matter of 

this lawsuit. The Complaint asserts claims that, if proven, would authorize the 

Court to grant the equitable relief set forth in this Decree. The terms and 

provisions of this Decree are fair, reasonable, and just. This Decree conforms with 

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the Federal Rules of Civil Procedure and Title VII and is not in derogation of the 

rights or privileges of any person. 

 B. The Court shall retain jurisdiction of this action during the duration of 

the Decree for the purposes of monitoring and entering all orders, judgments, and 

decrees that may be necessary to implement the relief provided here. 

VII.

COMPLIANCE AND DISPUTE RESOLUTION 

 A. The Parties agree that if the EEOC has reason to believe that 

Defendant has failed to comply with any provision of this Consent Decree, the 

EEOC may petition or may bring an action before this Court to enforce the Decree.

Prior to initiating such petition or action, the EEOC will notify Defendant’s legal 

counsel of record, in writing, of the nature of the dispute. This notice shall specify 

the particular provision(s) that the EEOC believes has / have been breached.

Absent a showing by either party that the delay will cause irreparable harm, 

Defendant shall have thirty (30) days from receipt of EEOC’s notice of the alleged 

breach to attempt to resolve or cure the breach. 

 B. The Parties agree to cooperate with each other and use their 

reasonable efforts to resolve any dispute referenced in the EEOC notice.

 C. After thirty days have passed with no resolution or agreement to 

extend the time further, the EEOC may petition or bring an action before this Court 

for compliance with this Decree. The EEOC may seek all available relief, 

including, but not limited to, an extension of the terms of the Decree for such 

period of time as the Defendant is shown to be in breach of the Decree. 

VIII.

MONETARY RELIEF 

 A. In settlement of all monetary claims of EEOC’s case, the Defendant 

shall pay a total of One Hundred Fifteen Thousand Dollars ($115,000.00).

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Allocation of settlement monetary amounts for each claimant in this case shall be 

at the sole discretion of the EEOC.

 B. The EEOC shall provide a list identifying the individuals who are 

claimants, the amounts to be paid, and relevant identifying information, (hereafter 

“Distribution List”). Once Defendant receives this Distribution List, it will send to 

each of the class members a Release of Claims through the Effective Date. The 

EEOC will not be a party to the Individual Releases. The class members will then 

be provided an opportunity to seek the advice of an attorney to assist them with the 

decision regarding whether to sign the Individual Release. Defendant shall pay up 

to a maximum of $250 for an attorney consultation on behalf of the Charging Party 

and/or any presently identified class member who wishes to consult with the 

designated attorney for this purpose. 

Within ten (10) days of the Effective Date or Defendant’s receipt of the 

Individual Releases signed by the claimant(s), whichever is later, the Defendant 

shall send to each of the claimants via certified mail, return receipt requested, a 

cashier check or money order. The claimants’ current addresses shall be supplied 

by the EEOC.

 C. The EEOC shall designate the settlement amount as compensatory 

damages, and no federal and state withholding taxes shall be made. Defendant 

shall prepare and distribute Form 1099 or equivalent form(s) to claimants; and 

shall make the appropriate reports to the Internal Revenue Service and other tax 

authorities. The claimants are solely responsible for the payment of all taxes 

associated with the settlement payment. 

 D. On the same day as when the settlement cashier checks, money order 

and 1099 form(s) are sent to claimants, Defendant shall submit a copy of each 

check and related correspondence to Anna Park, EEOC Regional Attorney at the 

office address on the caption page of this Decree. 

/ / / 

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IX.

GENERAL INJUNCTIVE RELIEF 

 A. Anti-Discrimination Provision

 Defendant, its respective officers, agents, management (including all 

supervisory employees), successors, assigns, and all those in active concert or 

participation with them, or any of them, are enjoined: 

 1. from engaging in discrimination or harassment of any person on 

the basis of his or her race and/or national origin; 

 2. from engaging in or being a party to any action, policy, or 

practice that is intended or is known to them to have the effect of harassing or 

intimidating any employee on the basis of race and/or national origin; and 

 3. from creating, facilitating or permitting the existence of a work 

environment that is hostile to employees on the basis of race and/or national origin. 

 B. Anti-Retaliation Provision

 Defendant, its respective officers, agents, management (including all 

managerial employees), successors, assigns, and all those in active concert or 

participation with them, or any of them, are enjoined from engaging in, 

implementing or permitting any action, policy, or practice with the purpose of 

retaliating against any current or former employee or applicant because he or she 

has in the past or in the course of this action: 

 1. opposed any practice made unlawful under Title VII; 

 2. filed a charge discrimination alleging such practice; 

 3. testified or participated in any manner in any investigation 

(including without limitation, any internal investigation undertaken by Defendant) 

or proceeding in connection with this case and/or relating to any claim against 

Defendant of national origin and racial discrimination, harassment and any 

subsequent retaliation; 

/ / / 

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 4. was identified as a possible witness or claimant in this action; 

or;

 5. sought and/or received relief in accordance with this Decree. 

 C. Posting of Notice of Consent Decree

 Within ten (10) days after the Effective Date and throughout the term of this 

Decree, Defendant shall post a full-sized copy of the Notice of Consent Decree, 

attached to the Decree as Exhibit A, in a clearly visible location frequented by 

employees (i.e. break rooms or bulletin boards with other employee notices). 

 D. Equal Employment Opportunity Consultant

 1. Within thirty (30) days after the Effective Date, Defendant shall 

retain an Equal Employment Opportunity Consultant ("Monitor") with 

demonstrated experience in the area of employment discrimination and 

recruitment/hiring issues, to implement and monitor Defendant’s compliance with 

Title VII and the provisions of this Decree. The Monitor shall be subject to the 

EEOC’s approval, which shall not be unreasonably withheld. If the EEOC does 

not approve Defendant’s proposed Monitor, the EEOC shall provide Defendant 

with a list of at least three suggested candidates acceptable to the EEOC.

Defendant shall bear all costs associated with the selection and retention of the 

Monitor and the performance of his/her/its duties. The Monitor’s responsibilities 

shall include assisting and ensuring Defendant: 

a. to develop procedures regarding responding to employee 

concerns and requests and issuing discipline to employees without regard to 

national origin in compliance with Title VII; 

 b. to create, revise, apply, and implement its new policies, 

procedures and reporting/auditing procedures to carry out Defendant’s obligations 

under this Decree; 

 c. to conduct trainings as set forth in the Consent Decree, 

including training of managerial/supervisory staff of their responsibilities with 

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respect to responding to employee concerns and requests and issuing discipline to 

employees under Title VII; 

 d. to ensure that all reports required by this Decree are 

accurately compiled and timely submitted; and 

 e. to ensure compliance with the terms of this Decree. 

E. Revision of Policy and Complaint Procedure for National Origin and 

Racial Discrimination, Harassment and Any Subsequent Retaliation

 1. Within sixty (60) days of the Effective Date, Defendant, with 

the assistance of the Monitor , shall review and, if necessary, revise its policy 

against and complaint procedure for national origin and racial discrimination, 

harassment, and any subsequent retaliation. The policy and complaint procedure 

shall include:

 a. a clear explanation of prohibited conduct: national origin 

and racial discrimination, harassment, and any subsequent retaliation; 

 b. an assurance that employees who make complaints of 

national origin and racial discrimination, harassment or provide information related 

to such complaints will be protected from retaliation; 

 c. a clearly described complaint process for national origin 

and racial discrimination, harassment, and any subsequent retaliation that provides 

accessible avenues of complaint against co-workers, including the complainant’s 

supervisors;

 d. an assurance that Defendant will protect the 

confidentiality of discrimination complaints to the extent possible from being 

disclosed to those who do not need to know; 

 e. a complaint process that provides a prompt, thorough, 

and impartial investigation; 

/ / / 

/ / / 

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 f. a procedure for communicating with the complainant in 

writing regarding the status of the complaint / investigation, results of the 

investigation, and if any remedial action was taken; and 

 g. assurance that Defendant will take immediate and 

appropriate corrective action when it determines that national origin and/or racial 

discrimination, harassment or any subsequent retaliation has occurred. 

 h. a toll-free number shall be disseminated to all ResCom, 

Services Inc. employees informing them that a complaint can be logged at any 

time. All calls shall be tracked by the Monitor during the term of the Decree.

Rescom, Services Inc. shall also publicize the EEOC complaint line (800) number. 

 2. Procedure for Handling Complaints 

Defendant further agrees that its policy and complaint procedure shall state 

how its staff will handle complaints of national origin and racial discrimination, 

harassment and any subsequent retaliation made by employees of its clients. 

3. Performance Evaluations

 Defendant shall hold its managers, supervisors, and human resources 

personnel accountable for engaging in discrimination, or for failing to comply 

with Defendant’s discrimination and anti-retaliation policies and procedures in 

such supervisory employee’s annual performance evaluation. 

F. Distribution of Defendant’s Policies Against and Complaint 

Procedures for National Origin and Racial Discrimination, 

Harassment and Any Subsequent Retaliation

 1. Within sixty (60) days of the Effective Date, Defendant shall 

post for the duration of the Decree a full-sized copy of its policy against and 

complaint procedure for national origin and racial discrimination, harassment and 

any subsequent retaliation. The posting shall be in a clearly visible location 

frequented by employees (i.e. break rooms or bulletin boards with other employee 

notices).

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 2. Within sixty (60) days of the Effective Date, Defendant shall 

distribute its policy against and complaint procedure for national origin and racial 

discrimination, harassment, and any subsequent retaliation to all of its employees 

at its facilities that are operational during the term of the Decree in Southern 

California.

 3. For the remainder of the term of this Decree, all new employees 

hired shall receive within thirty (30) days of hire Defendant’s policy against and 

complaint procedure for national origin and racial discrimination, harassment and 

any subsequent retaliation; and shall be provided with an in-person overview of the 

policy and procedures with a member of Defendant’s human resources department 

at its facilities that are operational during the term of the Decree in Southern 

California. 

 4. For the remainder of the term of this Decree, all employees 

promoted from non-managerial to managerial positions shall receive within thirty 

(30) days of promotion any policies and procedures of Defendant’s against and 

about national origin and racial discrimination, harassment and any subsequent 

retaliation applicable to managerial employees; and shall be provided with an inperson overview of the policy and procedures with a member of Defendant’s 

human resources department at its facilities that are operational during the term of 

the Decree in Southern California. 

 G. Training

 1. Within sixty (60) days of the Effective Date, the Defendant 

shall review with the Monitor and revise its training of its policy against and 

complaint procedure for national origin and racial discrimination, harassment and 

any subsequent retaliation. 

 2. Within sixty (60) days after the Effective Date, the Defendant, 

with the assistance of the Monitor, if necessary, shall provide live training(s) of at 

least two (2) hours in duration about its policy against and complaint procedure for 

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national origin and racial discrimination, harassment and any retaliation to its 

managerial and human resources employees and a live separate training of at least 

one (1) hour in duration for its non-managerial employees. The employees to be 

trained are those who work at all of its corporate office(s) and other facilities 

where its employees work that are operational during the term of the Decree in 

Southern California. The training must be provided in a language that the 

employees understand, including Spanish and English. 

 3. The training of managerial employees shall additionally include 

training on how to receive, investigate, or report to designated officials complaints 

of national origin and racial discrimination, harassment and any subsequent 

retaliation; and how to take preventive and corrective measures against national 

origin and racial discrimination, harassment and any subsequent retaliation. 

 4. After the initial trainings described in paragraphs 2 and 3 of this 

section, Defendant shall conduct training every twelve (12) months (every twelve 

(12) months thereafter for the term of this Decree) on EEO laws, obligations of 

managers and supervisors on EEO compliance, its policy against and complaint 

procedure for racial discrimination, harassment and any subsequent retaliation for 

its managerial employees and separate refresher training for its employees. The 

employees to be trained are those who work at all of its corporate office(s) and 

facilities that are operational during the term of the Decree in Southern California.

 5. For any employees who miss the scheduled training described 

in this section, the Defendant shall show a videotape of the scheduled training to 

these employees within thirty (30) days of the scheduled training. 

 H. Personnel Files

 1. Defendant shall remove and purge all documents contained in 

personnel files or personnel related materials for EEOC Class Members that 

negatively reflect on their job performances after May 1, 2006. 

/ / / 

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X.

EEOC’S REQUEST FOR ADDITIONAL INFORMATION ON 

DEFENDANT’S INVESTIGATION OF COMPLAINTS OF NATIONAL 

ORIGIN AND/OR RACIAL DISCRIMINATION, HARASSMENT 

AND/OR ANY SUBSEQUENT RETALIATION 

 1. Within thirty (30) days of receipt of Defendant’s Report, the 

EEOC may request in writing for additional information and/or the investigative 

file of the complaints and investigation reported in the Quarterly Investigation 

Report; and to provide reasons for its request. 

 2. Within thirty (30) days of the receipt of the EEOC’s request for 

additional information and/or the investigative file(s), Defendant is to provide the 

requested information and investigative file(s) or to provide its reasons for not 

disclosing the information and / or investigative file. 

XI.

RECORD KEEPING AND REPORTING 

 A. Record Keeping

 The Defendant shall work with the Monitor to establish a record-keeping 

procedure that provides for the centralized tracking of complaints about national 

origin and racial discrimination, harassment and any subsequent retaliation. The 

records to be maintained shall include: 

 1. All documents generated in connection with any complaint, 

investigation into, or resolution of every complaint of national origin and/or racial 

discrimination, harassment and any subsequent retaliation for the duration of the 

Decree and the identities of the parties involved;

 2. All forms acknowledging each employee’s receipt of 

Defendant’s policy against and complaint procedure against; and 

 3. A list of the dates of the training required under this Decree that 

shows the names and positions of all attendees for each one. 

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 4. The Defendant shall provide to the Commission upon request 

all documents generated in connection with any Title VII complaint, 

investigations, and resolutions. The Commission shall give Defendant 30 Days 

notice of any request for documents pursuant to this paragraph. 

 B. Reporting

 The Defendant shall provide the following reports to the Commission 

in writing, by mail, or by facsimile: 

 1. Within ninety (90) days after the Effective Date and annually 

thereafter (with the last reporting one month before the end of the Consent Decree) 

for the term of the Decree, Defendant shall submit to the Commission the 

following:

 a. verification that the Notice of Consent Decree 

(Attachment A) has been posted in compliance with the Consent Decree; 

 b. its policy against and complaint procedure for 

national origin and racial discrimination, harassment and any subsequent 

retaliation after consultation with the Monitor in compliance with the Consent 

Decree;

 c. verification that its current or revised policy and 

complaint procedure for national origin and racial discrimination, harassment and 

retaliation have been posted in compliance with the Consent Decree; 

 d. verification of the distribution to Defendant’s 

employees of its policy against and complaint procedure for national origin and 

racial discrimination, harassment and retaliation in compliance with the Consent 

Decree; and the employee’s acknowledgments of the receipt of the policy and 

complaint procedure; 

 e. a copy of Defendant’s training materials and 

schedule of training; 

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 f. verification that all applicable managerial and nonmanagerial employees have been trained in compliance with the Consent Decree; 

 g. the signed acknowledgments of the employees 

who have been trained in compliance with the Consent Decree; 

 i. verification that a record keeping system has been 

established for the tracking of national origin and racial discrimination, harassment 

complaints, the employees’ acknowledgment of the receipt of Defendant’s policy 

and complaint procedure for national origin and racial discrimination, harassment 

and retaliation, and for the attendance / completion of all of its employees in 

training concerning its policy and complaint on national origin and racial 

discrimination, harassment and retaliation in compliance with the Consent Decree; 

and

 j. a summary report of their investigation into any 

complaint about national origin and racial discrimination, harassment and/or 

retaliation for complaining about national origin and/or racial discrimination, 

and/or harassment. The investigation report shall include the following for each 

complaint during the reporting period: 

 (1) the name, national origin and race of the 

complaining party(ies); 

 (2) the date of the complaint; 

 (3) the name, national origin and race of the 

alleged harasser(s) of the alleged harasser; 

 (4) the name, national origin, race and title of 

the person(s) who conducted the 

investigation into the complaint; 

 (5) the nature of the complaint (i.e. comments, 

 acts, pictures, etc.) 

/ / / 

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 (6) the date of the commencement and 

 completion of the investigation; 

 (7) a brief description of the investigation (i.e.

 number of persons interviewed, materials 

 reviewed); 

 (8) the outcome of the investigation and any 

 action taken; and. 

(9) whether previous national origin and/or 

racial discrimination, harassment 

complaints had been made regarding the 

alleged harasser(s). If so, the report should 

also include the outcome of the prior 

investigations. 

 2. All reports under this Paragraph shall be directed to:

U.S. Equal Employment Opportunity Commission, Attn. Regional Attorney, 255 

E. Temple Street, 4th Floor, Los Angeles, CA 90012. 

XII.

COSTS OF ADMINISTRATION AND IMPLEMENTATION 

OF THE CONSENT DECREE 

 Defendant shall bear all costs associated with its administration and 

implementation of its obligations under this Decree, including the costs of the 

Consultant. 

/ / / 

/ / / 

/ / / 

/ / / 

/ / / 

/ / / 

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XIII.

COSTS AND ATTORNEYS’ FEES 

 Each party shall bear its own costs of suit and attorneys’ fees. 

Dated: June 29, 2009 U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 

 ANNA Y. PARK 

 DEREK W. LI 

 VICTOR G. VIRAMONTES 

 LORENA GARCIA 

 AMRITA MALLIK 

 By: s/Anna Y. Park

 Anna Y. Park 

 Regional Attorney 

 U.S. EQUAL EMPLOYMENT 

 OPPORTUNITY COMMISSION 

Dated: May 31, 2009 DEFENDANT RESCOM SERVICES, INC. 

 

By: s/Scott Snyder 

 Scott Snyder 

Dated: May 26, 2009 BALLARD, ROSENBERG, GOLPER &SAVITT 

 JEFFREY P. FUCHSMAN 

By: s/Jeffrey P. Fuchsman Jeffrey P. Fuchsman Attorney for Defendant ResCom Services, Inc. 

ORDER

GOOD CAUSE APPEARING, 

 The provisions of the foregoing Consent Decree are hereby approved and 

compliance with all provisions thereof is HEREBY ORDERED. 

IT IS SO ORDERED. 

Dated: July 1, 2009 By: 

 THE HONORABLE JAN M. ADLER 

 United States Magistrate Judge 

HONORABLE JAN M. AD

St t M i t t J d

Case 3:08-cv-01785-WQH-JMA Document 22 Filed 07/01/09 Page 17 of 17