Filed Date: Sept. 29, 2003
Closed Date: Sept. 21, 2006
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In September 2003, the Detroit office of the EEOC brought this Title VII suit against Robert Bosch Corporation in the U.S. District Court for the Western District of Michigan. The complaint alleged that the defendant discriminated against the claimant by failing to provide the claimant with a reasonable accommodation and terminating him because of his religion (Seventh-day Adventist). The claimant intervened in the EEOC's suit in December 2003. The defendant filed a motion for summary judgment in December 2003, and the court granted summary judgment in favor of the defendant in October 2004. The EEOC appealed the case in December 2004, and the Sixth Circuit vacated the judgment and remanded the case in February 2006. The case went to trial in September 2006, and the jury entered a verdict in favor of the defendant in September 2006.
Summary Authors
Kevin Wilemon (7/9/2007)
For PACER's information on parties and their attorneys, see: https://www.courtlistener.com/docket/4648014/parties/equal-employment-opportunity-commission-v-robert-bosch-corporation/
Bell, Robert Holmes (Michigan)
See docket on RECAP: https://www.courtlistener.com/docket/4648014/equal-employment-opportunity-commission-v-robert-bosch-corporation/
Last updated Aug. 18, 2025, 12:44 a.m.
State / Territory: Michigan
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Sept. 29, 2003
Closing Date: Sept. 21, 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
Robert Bosch Corporation (Saint Joseph, MI), Private Entity/Person
Case Details
Causes of Action:
Title VII (including PDA), 42 U.S.C. § 2000e
Available Documents:
Outcome
Prevailing Party: Defendant
Nature of Relief:
Source of Relief:
Issues
Discrimination Area:
Discharge / Constructive Discharge / Layoff
Discrimination Basis:
EEOC-centric: