Filed Date: Sept. 30, 1999
Closed Date: May 25, 2005
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The EEOC's New Orleans district office sued Ventura Uniform Service, Inc., a national uniform retailer, on September 30, 1999 in the U.S. District Court for the Eastern District of Louisiana. The EEOC's complaint is unavailable, however their causes of action are stated in the consent decree. The EEOC alleged that Ventura violated Title VII when it discriminated against an employee based on sex (female) and her pregnancy by terminating her employment. The parties entered into the consent decree on May 25, 2000 which stipulated that Ventura would pay the aggrieved employee $5,560 in damages, would not discriminate in the future, post a notice of compliance with Title VII, create a policy concerning sex discrimination and pregnancy discrimination, and provide Title VII compliance training.
Summary Authors
Aaron Weismann (6/6/2007)
Last updated March 26, 2025, 8:28 a.m.
State / Territory: Louisiana
Case Type(s):
Special Collection(s):
IWPR/Wage Project Consent Decree Study
Key Dates
Filing Date: Sept. 30, 1999
Closing Date: May 25, 2005
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
Ventura Uniform Service, Inc., 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:
Develop anti-discrimination policy
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Amount Defendant Pays: 5560
Order Duration: 2000 - 2005
Issues
Discrimination Area:
Discharge / Constructive Discharge / Layoff
Discrimination Basis:
Affected Sex/Gender(s):
EEOC-centric: