Filed Date: Dec. 17, 2002
Closed Date: Feb. 5, 2006
Clearinghouse coding complete
The Houston District Office of the EEOC brought this action in the U.S. District Court for the Southern District of Texas, against Gaumer Company, Inc., a manufacturer and supplier of electric heating equipment for the process industry. The complaint, filed in December 2002, alleged pregnancy discrimination in violation of Title VII of the Civil Rights Act of 1964.
The parties entered into a consent decree in February 2004. The decree was valid for two years and required Defendant to pay the charging party $57,000 and provide her with a neutral employment reference. Defendant was enjoined from discriminating or retaliating in violation of Title VII and required to post a notice of non-discrimination, provide EEO training to its employees and provide the EEOC with an annual list of all pregnant employees who had been terminated or placed on a leave of absence.
Summary Authors
Shankar Viswanathan (7/25/2007)
Last updated March 25, 2025, 8:14 a.m.
State / Territory: Texas
Case Type(s):
Special Collection(s):
IWPR/Wage Project Consent Decree Study
Key Dates
Filing Date: Dec. 17, 2002
Closing Date: Feb. 5, 2006
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
Gaumer Company, 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:
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Amount Defendant Pays: 57000
Order Duration: 2004 - 2006
Issues
Discrimination Area:
Discrimination Basis:
EEOC-centric: