Filed Date: Dec. 31, 1998
Closed Date: 1999
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In December 1998, the Charlotte District Office of the EEOC brought this suit against Kmart Corporation in the U.S. District Court for the Eastern District of North Carolina alleging violation of Title VII of the Civil Rights Act of 1964 for discrimination on the basis of religion. Specifically, the defendant failed to reasonably accommodate the charging party's religious beliefs by refusing to give the employee a full-time position because she was a Seventh Day Adventist who had a religious objection to working on her Sabbath. The parties settled in October 1999 through a consent decree. The consent decree required the defendant to pay $3,000 to the complainant; expunge her personnel files; offer her a neutral reference; post notice; and refrain from discrimination or retaliation based on religion.
Summary Authors
Kevin Wilemon (5/30/2007)
Last updated March 26, 2025, 9:25 a.m.
State / Territory: North Carolina
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Dec. 31, 1998
Closing Date: 1999
Case Ongoing: No
Plaintiffs
Plaintiff Description:
Equal Employment Opportunity Commission, on behalf of one or more workers.
Plaintiff Type(s):
Attorney Organizations:
Public Interest Lawyer: Yes
Filed Pro Se: No
Class Action Sought: No
Class Action Outcome: Not sought
Defendants
Kmart Corporation (Wilson), Private Entity/Person
Case Details
Causes of Action:
Title VII (including PDA), 42 U.S.C. § 2000e
Available Documents:
Injunctive (or Injunctive-like) Relief
Outcome
Prevailing Party: Plaintiff
Nature of Relief:
Injunction / Injunctive-like Settlement
Source of Relief:
Form of Settlement:
Court Approved Settlement or Consent Decree
Content of Injunction:
Expungement of Employment Record
Develop anti-discrimination policy
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Amount Defendant Pays: 3000
Order Duration: 1999 - 2001
Issues
Discrimination Area:
Conditions of Employment (including assignment, transfer, hours, working conditions, etc.)
Discrimination Basis:
EEOC-centric: