Document ID: s3://data.kl3m.ai/documents/govinfo/USCOURTS/USCOURTS-caed-1_13-cv-01544/USCOURTS-caed-1_13-cv-01544-7/pdf.json

Parties Involved:
U.S. Equal Employment Opportunity Commission
Plaintiff
Z Foods, Inc.
Defendant
Zoria Farms
Defendant
Zoria Farms, Inc.
Defendant

Document Text:

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UNITED STATES DISTRICT COURT

EASTERN DISTRICT OF CALIFORNIA

U.S. EQUAL EMPLOYMENT 

OPPORTUNITY COMMISSION,

Plaintiff,

v.

Z FOODS d/b/a ZORIA FARMS, ZORIA 

FARMS, INC.,

Defendants.

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Case No.: 1:13-CV-01544 LJO SKO

CONSENT DECREE

Plaintiff United States Equal Employment Opportunity Commission (“EEOC” or 

“Plaintiff”) and Defendant Zoria Farms Inc. (“Defendant”), including John and Nina Zoria,

hereby stipulate and agree to the entry of this Consent Decree (“Decree”) to resolve the 

Commission’s complaint against Defendant in U.S. Equal Employment Opportunity 

Commission v. Zoria Farms Inc., et al., Case No. 1:13-CV-1544 LJO SKO (the “Action”). On 

September 24, 2013, Plaintiff filed this Action in the United States District Court, Eastern 

District of California, for violations of Title VII of the Civil Rights Act of 1964, as amended, 42 

U.S.C. § 2000e et seq. (“Title VII”). The Action alleges Defendants Zoria Farms, Inc. and Z 

Foods, Inc. violated Title VII by unlawfully subjecting Rosa Mendez and similarly situated 

female employees and a class of male employees (hereinafter “Claimants”) to sexual harassment, 

retaliation for engaging in protected activity, and retaliation for their association with employees 

who engaged in protected activity. 

I. PURPOSES AND SCOPE OF THE DECREE

A. The parties to the Decree are EEOC and Defendant Zoria Farms, Inc., John and 

Nina Zoria (collectively, the “Parties”). The Parties agree that the Action against Zoria Farms 

Inc. should be fully and completely resolved by entry of the Consent Decree. This Decree does 

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not resolve the EEOC’s claims against Z Foods Inc. This Decree shall be binding on and 

enforceable against Defendant Zoria Farms, Inc., parents, subsidiaries, officers, and directors.

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

1. To provide 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 discrimination;

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

to the pertinent laws regarding gender discrimination/harassment and 

retaliation; and

5. To provide an appropriate and effective mechanism for handling 

complaints of gender discrimination/harassment and retaliation in the 

workplace.

II. RELEASE OF CLAIMS

A. This Decree fully and completely resolves and releases all issues, claims,

allegations, and complaints raised by the EEOC on behalf of the claimants against Defendant 

Zoria Farms Inc. This Consent Decree resolves any and all claims as to Zoria Farms Inc. only, 

including shareholders and officers of Zoria Farms Inc. 

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 hereto fails to perform the promises and 

representations contained herein.

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, process, investigate, or 

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

with standard EEOC procedures. This Decree shall in no way hinder or affect an individual’s 

right to file a charge with the EEOC or applicable state agency, participate in a federal or state 

investigation, or the EEOC’s investigation and determinations into such charges. 

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III. JURISDICTION

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

The Action asserts claims that, if proven, would authorize the Court to grant the equitable relief 

set forth in this Decree. 

B. The terms and provisions of this Decree are fair, reasonable, and just.

C. This Decree conforms with the Federal Rules of Civil Procedure and Title VII and 

is not in derogation of the rights or privileges of any person.

D. The Court shall retain jurisdiction of this Action during the duration of the Decree 

for the purposes of entering any order, judgment, or decree that may be necessary to implement 

the relief provided herein.

IV. EFFECTIVE DATE AND DURATION OF DECREE

A. The provisions and agreements contained herein are effective immediately upon 

the date in which this Decree is entered by the Court (“the Effective Date”).

B. Except as otherwise provided herein, this Decree shall remain in effect for five (5) 

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 herein. 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 of the provisions of the Decree are rendered unlawful or 

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

this Decree in order 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, despite 

the Parties’ best efforts, be achieved.

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

the interests of justice and fairness in order to effectuate the provisions of the Decree.

VI. COMPLIANCE AND RESOLUTION

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

to comply with any provision of this Decree, the EEOC may bring an action before this Court to 

enforce the Decree. Prior to initiating such action, the EEOC will notify Defendant and its legal 

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

provision(s) that the EEOC believes Defendant has breached. Defendant shall have ten (10) days 

to attempt to resolve or cure the breach. However, the Parties may agree to extend this period 

upon mutual consent.

B. After thirty (30) days, inclusive of the ten (10) days to resolve or cure the breach 

referenced in Section VI.A, have passed with no resolution or agreement to extend the time 

further, the EEOC may petition this Court for resolution of the dispute. The EEOC may seek all 

available relief, including an extension of the term of the Decree for such period of time that the 

Court finds the Decree was not complied with and/or any other relief that the Court may deem 

appropriate.

VII. MONETARY RELIEF

A. In settlement of this lawsuit, John and Nina Zoria shall establish a fund in which 

they shall pay a total of $330,000 (three hundred and thirty thousand dollars). An initial payment 

of $100,000 (one hundred thousand) shall be paid to the fund by June 1, 2015. A second 

payment of $230,000 (two hundred and thirty thousand) shall be paid to the fund by July 31, 

2015. Allocation of the monetary relief to the Claimants shall be at the sole discretion of the 

EEOC.

B. The EEOC shall inform Defendant the distribution of the monetary relief. Within 

seven (7) days after being informed of the allocation, Defendant shall forward to the claimants 

identified by the EEOC via certified mail a check for the full amount in the amounts specified by 

the EEOC. 

C. Defendant shall prepare and distribute Form 1099 or equivalent tax reporting 

forms to claimants identified by the EEOC and shall make the appropriate reports to the Internal 

Revenue Service and other tax authorities. Within three (3) business days of the issuance of the 

settlement check, Defendant shall submit a copy of the check and related correspondence to 

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Anna Y. Park, Regional Attorney, U.S. Equal Employment Opportunity Commission, 255 East 

Temple Street, 4th Floor, Los Angeles, California, 90012.

VIII. GENERAL INJUNCTIVE RELIEF

A. Anti Discrimination

Defendant, its officers, agents, management (including all supervisory employees), 

successors, and assigns, are hereby enjoined from: (a) engaging in harassment of any person(s) 

on the basis of his/her gender; (b) engaging in or being a party to any action, policy, or practice 

that discriminates and/or creates a hostile work environment on the basis of any employee’s sex; 

and/or (c) creating, facilitating, or permitting the existence of a work environment that is hostile 

to employees on the basis of sex.

B. Retaliation

Defendant, its officers, agents, management (including all supervisory employees), 

successors, assigns and all those in active concert or participation with them, or any of them, are 

hereby enjoined to not engage in, implement, or permit any action, policy or practice that

retaliates against any current or former employee or applicant of Defendant or its successors 

because he/she has in the past, or during the term of this Decree, either: (a) opposed any practice 

made unlawful under Title VII; (b) filed a charge of discrimination alleging such practice; (c) 

testified or participated in any manner in any investigation (including, without limitation, any 

internal investigation undertaken by Defendant or its successors) or proceeding in connection 

with this Action or relating to any claim of a Title VII violation; (d) been identified as a possible 

witness or claimant in this Action; (e) asserted any rights under this Decree; (f) sought and/or 

received any relief in accordance with this Decree; or (g) are associated with an employee who 

has engaged in the activities set forth in Section VIII(B).

IX. SPECIFIC INJUNCTIVE RELIEF

A. Equal Employment Opportunity Monitor

1. Within sixty (60) days after the Operational Date, defined in Section IX.F. 

below, Defendant shall retain a third party Equal Employment Opportunity Monitor (“Monitor”) 

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with demonstrated experience in areas of employment discrimination and retaliation. The 

Monitor shall monitor Defendant’s compliance with Title VII and the provisions of this Decree. 

2. The Monitor shall be subject to the EEOC’s approval, which shall not be 

unreasonably withheld. The EEOC shall provide Defendant with a list of at least three (3) 

suggested candidates acceptable to the EEOC and from which Defendant shall select the 

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

Monitor and the performance of his/her duties. Should the Monitor be unable or unwilling to 

continue as Monitor for the duration of the Decree, the procedures set forth in IX.A.1 shall also 

apply to the selection of a new Monitor.

3. The Monitor’s responsibilities shall include:

a. Reviewing and revising Defendant’s policies and procedures, including its 

complaint procedures, relating to discrimination and retaliation, to ensure that 

they fully comply with Title VII and the requirements set forth in this Decree;

b. Ensuring Defendant’s compliance with the terms of the Decree;

c. Ensuring Defendant maintains policies and procedures that effectively carry 

out its obligations under Title VII and this Decree;

d. Ensuring that all employees are trained on their rights and responsibilities 

under Title VII and this Decree, including but not limited to Defendant’s 

responsibilities and policies regarding harassment and retaliation;

e. Ensuring that all employees are trained on how to complain regarding 

harassment and retaliation as well as monitoring Defendant’s investigation 

into such information;

f. Ensuring Defendant has procedures in place to promptly and effectively 

handle complaints of harassment and retaliation;

g. Monitoring Defendant’s investigations to:

i. Ensure that investigations are conducted in an effective manner; 

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ii. Ensure that Defendant properly communicates with complainants 

regarding the complaint procedure, status of the investigation, results 

of the investigation, and any remedial action taken; and

iii. Ensure that Defendant adequately monitors the workplace after 

complaints to ensure no retaliatory actions are taken against the 

complainant.

h. Ensuring that Defendant creates a centralized system of tracking 

discrimination, harassment, and retaliation complaints, as required by this 

Decree;

i. Preparing a semi-annual report to the EEOC on Defendant’s progress and its 

compliance under this Decree; 

j. Providing updates to the EEOC regarding Defendant’s compliance with the 

terms of the Decree; and

k. Ensuring that all reports required by this Decree are accurately compiled and 

timely submitted.

B. Policies and Procedures

Within thirty (30) days of the Operational Date, Defendant shall review, revise, 

implement, and distribute its companywide policies and procedures regarding employment 

discrimination prohibited by Title VII (the “Policy”) in English and Spanish. 

1. Revision of Policy

Within thirty (30) days of the Operational Date, Defendant, with the assistance of its 

Monitor, shall review and, if necessary, revise its policy on discrimination and retaliation. The 

revised policy shall include: 

a. A clear explanation of prohibited conduct under the Policy, including an 

explanation that harassment and discrimination on the basis of race, color, 

national origin, sex, age, disability, creed/religion, or any other protected class, 

and retaliation is prohibited with a particular emphasis that the company will not 

tolerate any incidents of sexual harassment or retaliation;

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b. An assurance that employees who make complaints of harassment/discrimination 

or provide information related to such complaints will be protected against 

retaliation;

c. A clearly described complaint process that provides accessible and confidential 

avenues for complaints, including information regarding an internal and external 

person whom employees may report incidents of discrimination and retaliation; 

d. An assurance that Defendant will protect the confidentiality of complainants to 

the extent possible from being disclosed to those persons who do not need to 

know;

e. Assurances that the complaint process will include a prompt, thorough, and 

impartial investigation;

f. A procedure for communicating with the complainant regarding the status of the 

complaint/investigation, results of the investigation, and any remedial action 

taken; 

g. An instruction that supervisors and managers shall report to human resource 

personnel incidents of harassment, discrimination, or retaliation that they witness 

or are aware of; and

h. Assurances that Defendant will take immediate and appropriate corrective action 

if it determines that harassment/discrimination and/or retaliation has occurred. 

2. Procedure for Tracking Complaints

Defendant further agrees that the Policy described in Section IX.B.1 shall describe the 

process by which Defendant’s employees will handle complaints of discrimination. The Policy 

shall at minimum provide that (1) upon a complaint by an employee or any other form of notice, 

the employee receiving the complaint shall inform their immediate supervisor and Human 

Resources; (2) Human Resources shall conduct a prompt and thorough investigation of all 

complaints, including but not limited to interviewing the complaining party/victim, the alleged 

perpetrator, and all available or identifiable witnesses; (3) Human Resources shall regularly meet 

with and update the complaining party/victim of the status of the investigation; (4) Human 

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Resources and Defendant’s employees shall take all reasonable steps to maintain confidentiality; 

(5) at the conclusion of the investigation, Defendant shall take all appropriate steps to remedy 

and prevent future incidents of discrimination, harassment, and retaliation; and (6) Defendant 

shall monitor the work place subsequent to the investigation to ensure that no retaliatory acts 

have been taken against the complaining party/victim. Defendant further agrees to implement, 

with the assistance of the Monitor, a centralized system for tracking, gathering, and retaining 

discrimination, harassment, and retaliation complaints.

3. Distribution of Policy

Within forty-five (45) days of the Operational Date of this Decree, Defendant shall 

provide to the EEOC a copy of the revised Policy. Within sixty (60) days of the Operational

Date and annually thereafter, Defendant shall ensure that it has distributed the Policy to all 

employees in a language the employee understands. Within seventy-five (75) days of the 

Operational Date, Defendant shall submit to the EEOC a statement confirming the distribution of 

the Policy.

Within thirty (30) days of the hire date of any person hired after the initial distribution but 

within the term of the Decree, Defendant shall ensure that it has distributed the Policy to that 

employee in a language the employee understands. On an annual basis for the duration of the 

Decree, Defendant shall submit to the EEOC a statement confirming the distribution of the 

Policy to any person hired after the initial distribution but within the term of the Decree.

Within sixty (60) days of the Operational Date, Defendant shall ensure that it has 

physically posted the Policy in legible font in English and Spanish. The Policy shall be posted in 

a conspicuous place at all Defendant’s facilities in an area accessible to all employees. Within 

seventy-five (75) days of the Operational Date, Defendant shall submit to the EEOC a statement 

confirming the posting of the Policy.

C. Performance Evaluations

Within thirty (30) days of the Operational Date, Defendant shall create a provision in the 

annual performance evaluation of its managers, supervisors, and human resources personnel to 

hold individuals accountable for failing to appropriately remedy or report incidents of 

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harassment/discrimination, or retaliation for engaging in harassment/discrimination or retaliation, 

and for failing to comply with Defendant’s policies and procedures regarding harassment, 

retaliation, or discrimination.

D. Posting of Notice of Consent Decree and Settlement

Within thirty (30) days of the Operational Date and for the duration of the Decree, 

Defendant shall ensure that it has posted the Notice of Consent Decree and Settlement (attached 

to this Decree as Attachment A) in a conspicuous place accessible at all of Defendant’s facilities. 

Within thirty (30) days of the Operational Date and annually thereafter, Defendant shall submit 

to the EEOC a statement confirming the posting of the Notice of Consent Decree and Settlement.

E. Training

1. Training of All Employees

Within sixty (60) days of the Operational Date and annually thereafter, Defendant shall 

provide training, lasting at least one hour in duration to all Defendant’s employees. The training 

shall be in a language the employees understand and shall cover the Policy, Defendant’s 

complaint process, and federal laws regarding employment discrimination with a particular 

emphasis on gender discrimination/harassment and retaliation. The training shall be in person 

and have interactive components. Where an employee is unable to attend the scheduled training, 

Defendant shall provide a live training at an alternative session within sixty (60) days of the 

training. All persons required to attend such training shall verify their attendance in writing. 

Within sixty (60) days of the hire date of any non managerial employee hired after the 

annual training but within the term of the Decree, Defendant shall provide a live training of at 

least one hour duration. The training shall be in a language employees understand and shall cover

the Policy, Defendant’s complaint process, and federal laws regarding employment 

discrimination with a particular emphasis on gender discrimination/harassment and retaliation. 

All persons required to attend such training shall verify their attendance in writing. 

2. Managerial Training

Within sixty (60) days of the Operational Date and annually thereafter, Defendant shall 

provide an additional training to managers, supervisors, hiring officials, and human resources or 

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compliance staff members. The training shall be at least one hour in duration and be in a 

language employees understand. The live and interactive training shall cover: manager’s 

obligations and responsibilities under Defendant’s Policy, Defendant’s complaint process and 

procedures, procedures and steps supervisors and managers shall take in responding to incidents 

of discrimination or retaliation which they become aware of, and federal laws regarding 

employment discrimination. Where an employee is unable to attend the scheduled training, 

Defendant shall provide a live training at an alternative session within sixty (60) days of the 

training. All persons required to attend such training shall verify their attendance in writing. 

Within sixty (60) days of the hire date of any manager, supervisor, hiring official, or 

human resources/compliance staff member hired after the annual training, Defendant shall 

provide a live training of at least one hour duration in a language the employee understands. 

The training shall cover the Policy, Defendant’s complaint process, and federal laws regarding 

employment discrimination with a particular emphasis on gender discrimination/harassment and 

retaliation. Where a manager, supervisor, or human resource personnel misses or is unable to 

attend the scheduled training, Defendant shall provide the live training at an alternative session 

within sixty (60) days of the training. All persons required to attend such training shall verify 

their attendance in writing. 

3. Verification 

Within ninety (90) days of the Operational Date and annually thereafter, Defendant shall 

produce to the EEOC documents verifying the occurrence of all training sessions conducted as 

required under this Decree, including the written training materials used, a description of the 

training provided, a list of the individuals who conducted the training, and a list of the names and 

job titles of attendees at each training session.

The EEOC shall have the right to attend the trainings described in the Decree. Thirty 

(30) days prior to any training, Defendants shall provide written notice to EEOC including the 

time, location, name and contact information of the trainer. The written notice shall be sent via 

U.S. Mail to the attention of Anna Y. Park, Regional Attorney, U.S. Equal Employment 

Opportunity Commission, 255 East Temple Street, 4th Floor, Los Angeles, California, 90012.

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F. Operational Date

The provisions contained in Section IX shall only be effective upon the date John and/or 

Nina Zoria become owners, operators, or otherwise have controlling interest of a business which 

employs more than fifteen (15) employees, as defined in Title VII (the “Operational Date”). 

Within fifteen (15) days of the Operational Date, Defendant shall provide written notice of the 

existence of the business, including the name and address of the business along with any

applicable filings with the Secretary of State, to Anna Y. Park, Regional Attorney, U.S. Equal 

Employment Opportunity Commission, 255 East Temple Street, 4th Floor, Los Angeles, 

California, 90012. 

G. Record Keeping

Within thirty (30) days of the Operational Date, Defendant shall establish a recordkeeping procedure that provides for the centralized tracking of harassment complaints as well as 

the monitoring of such complaints, including the identities of the parties involved. The records 

to be maintained shall include all documents generated through the duration of the Decree in 

connection with Defendant’s compliance with the Decree, any complaints regarding harassment, 

any investigation into the complaint, and any resolution of the complaint. Defendant shall also 

track records of the complaint to enable the Monitor to identify any repeat offenders and 

supervisors who repeatedly fail to prevent and correct discrimination or retaliation. Defendant 

shall make such records available for the EEOC’s inspection within thirty (30) days of the 

EEOC’s written request. 

H. Reporting

The Monitor shall regularly report throughout the duration of the Decree to the EEOC 

about Defendant’s compliance with the terms of the Decree. Defendant through the Monitor 

shall also prepare a semi-annual report on Defendant’s progress and its compliance under this 

Decree. Additionally, Defendant through the Monitor shall provide the following semi annual

reports to the EEOC:

1. The attendance lists for all training sessions required under this Decree 

that occurred since the previous report;

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2. Acknowledgments of receipt of the Policy for all employees hired since 

the previous report;

4. A description of all gender discrimination, harassment, and/or retaliation 

complaints made since the submission of the immediately preceding report hereunder. This 

description shall include the names of the individuals alleging discrimination or retaliation; the 

nature of the complaint; the names of the alleged perpetrators of discrimination or retaliation, 

including whether the alleged perpetrator has been the subject of any previous complaints of 

harassment or discrimination; the dates of the alleged discrimination or retaliation; a brief 

summary of how each complaint was resolved; the identity of the employee(s) who investigated 

and/or resolved each complaint; and the identities of any supervisor, human resource personnel, 

or other individual involved in making any determinations about the complaint. Defendant shall 

also identify any individuals accused who have been either the subject of more than one 

complaint of harassment or discrimination. If no results have been reached as of the time of the 

report, the result shall be included in the next report; 

5. Verification that the Notice of Consent Decree and Settlement and Policy 

continue to be posted in a conspicuous place accessible to all employees;

6. A summary of the procedures and record keeping methods developed for 

the centralized tracking of gender discrimination, harassment, and retaliation complaints and the 

monitoring of such complaints; 

7. The status of Defendant’s compliance with the terms of the Decree; and 

8. Whether any revisions of Defendant’s policies and procedures regarding 

discrimination, retaliation, and harassment have been revised, including a copy of the revised 

policies or procedures.

/ / /

X. MISCELLANEOUS PROVISIONS

A. During the term of this Decree, Defendant shall provide any potential successorin-interest with a copy of this Decree within a reasonable time of not less than thirty (30) days 

prior to the execution of any agreement for acquisition or assumption of control of any of all of 

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Defendant’s facilities, or any other material change in corporate structure. Defendant shall 

simultaneously inform the EEOC of any such agreement for acquisition, assumption of control, 

or other material change in corporate structure.

B. During the term of this Decree, Defendant shall assure that each of its officers, 

managers, and supervisors is aware of any term(s) of this Decree which may be related to his/her 

job duties.

C. Unless otherwise stated, all notices, reports and correspondence required under 

this Decree shall be delivered to the attention of Anna Y. Park, Regional Attorney, U.S. Equal 

Employment Opportunity Commission, 255 East Temple Street, 4th Floor, Los Angeles, 

California, 90012; facsimile number (213) 894-1301.

D. This Decree may be signed in counterparts. A facsimile signature shall have the 

same force and effect of an original signature or copy thereof.

XI. COSTS AND ATTORNEYS’ FEES

Defendant shall bear all costs associated with its administration and implementation of its 

obligations under this Decree, including but not limited to the distribution of the settlement 

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

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All Parties, through the undersigned, respectfully apply for and consent to the entry of 

this Consent Decree Order.

Respectfully Submitted, 

U.S. EQUAL EMPLOYMENT

OPPORTUNITY COMMISSION

Anna Y. Park

Date: __________________ By: _____________________________

Anna Y. Park

Attorneys for Plaintiff EEOC

ZORIA FARMS INC

Date: __________________ By: _____________________________

John Zoria

ZORIA FARMS INC

Date: __________________ By: _____________________________

Nina Zoria

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ORDER

GOOD CAUSE APPEARING:

The Court hereby finds that compliance with all provisions of the foregoing Decree is fair 

and adequate. The Court hereby retains jurisdiction for the term of the foregoing Consent 

Decree, and the provisions thereof are hereby approved.

IT IS SO ORDERED.

Dated: June 23, 2015 /s/ Lawrence J. O’Neill 

UNITED STATES DISTRICT JUDGE

Case 1:13-cv-01544-DAD-SKO Document 36 Filed 06/23/15 Page 16 of 16