KENTUCKY COMPANY TO PAY $625,400 TO SETTLE SEX DISCRIMINATION LAWSUIT
Louisville Printer Shunned Women for Hire Into Boxer/Packer Jobs for Nearly Three Years and Created Hostile Environment for Women, Federal Agency Charged
DDZ, Inc., doing business as DDZ CA, Inc., formerly known as Zoo Printing, Inc., will pay $625,400 to settle a sex discrimination lawsuit by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.
According to the EEOC’s lawsuit, Zoo Printing failed to hire female applicants for the position of boxer/packer at its Louisville facility between January 2013 and December 2015. The EEOC also alleged that female employees were subjected to a hostile work environment because of their sex.
Failing to hire applicants because of their sex and subjecting employees to a hostile work environment because of their sex violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit against DDZ, Inc., dba DDZ CA, Inc. in U.S. District Court for the Western District of Kentucky, Louisville Division (EEOC v. DDZ, Inc., dba DDZ CA, Inc., formerly known as Zoo Printing, Inc., Case No. 3:18-cv-199 (JHM-CHL)) on March 30, 2018. The parties reached agreement and filed a joint motion to approve a consent decree that same day. The motion was approved by the court and the consent decree was entered on April 13, 2018.
Under the consent decree settling the suit, DDZ is required to pay $625,400 to women who unsuccessfully sought employment as boxer/packers at the Louisville, facility between January 2013 and December 2015, and to women who were employed at the facility and determined by the EEOC as having been subjected to gender harassment.
The assets of Zoo Printing, Inc., including its name and Kentucky operations, were purchased by PrintBuyer, LLC in an asset purchase transaction in November 2016. PrintBuyer, LLC subsequently closed the Kentucky operations of Zoo Printing, Inc. in 2017. PrintBuyer, LLC is not a party to the consent decree.
“We are pleased the parties were able to resolve this matter without prolonged and expensive litigation,” said EEOC Regional Attorney Kenneth Bird. “This case demonstrates the EEOC’s ongoing commitment to eliminating barriers in recruitment and hiring. We hope this settlement furthers the public’s understanding that hiring decisions need to be based on the applicant’s ability to do the job, regardless of gender.”
Eliminating barriers in recruitment and hiring that discriminate against women or other protected groups is one of six national priorities identified by the EEOC’s Strategic Enforcement Plan.