Cauthron, Judge Robin J.

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Cornell University ILR School 
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Consent Decrees Labor and Employment Law Program 
6-21-2007 
EEOC v. Gardner Management Group, L.L.C., Gardner Tanenbaum 
Group, L.L.C., and G&G Construction 
Judge Robin J. Cauthron 
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EEOC v. Gardner Management Group, L.L.C., Gardner Tanenbaum Group, L.L.C., 
and G&G Construction 
Keywords 
EEOC, Gardner Managment Group L.L.C., Gardner Tanenbaum Group L.L.C., G&G Construction, 
CIV-05-1148-C, Consent Decree, Disparate Treatment, Retaliation, Harassment, Hostile Work Environment, 
Termination, Sex, Construction, Employment Law, Title VII 
This article is available at DigitalCommons@ILR: https://digitalcommons.ilr.cornell.edu/condec/32 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 1 of 12 
IN THE UNITED STATES DISTRICT COURT 
FOR THE WESTERN DISTRICT OF OKLAHOMA 
CIVIL ACTION NO. 
CIV-05-1148-C 
EQUAL EMPLOYMENT OPPORTUNITY 
COMMISSION, 
Plaintiff, 
v. 
GARDNER MANAGEMENT GROUP, L.L.C., 
GARDNER TANENBAUM GROUP, 
L.L.C., AND G & G CONSTRUCTION, 
Defendants. 
) 
CONSENT DECREE 
THIS CONSENT DECREE is made and entered into by and among the Plaintiff, Equal 
Employment Opportunity Commission (“EEOC”) and the Defendants, Gardner Management Group, 
L.L.C., Gardner Tanenbaum Group, L.L.C. and G & G Construction hereinafter collectively referred 
to as (“G.T”) in the United States District Court for the Western District of Oklahoma, with regard 
to the EEOC’s Complaint filed on September 30, 2005 (“EEOC Complaint”), in Civil Action No. 
CIV-0501148-C. This Complaint was based upon Charge of Discrimination Numbers 311-2004-
03558, 311-2005-00236, 311-2005-00386 and 311-2005-00375 filed by Teresa Myrick, Misty 
Murphy, Amanda Bleakley and Rachelle Sharp Fuller, respectively, against G.T. 
The above-referenced Complaint alleges that G.T. engaged in unlawful employment 
practices at its Oklahoma City facilities, in violation of Title VII of the Civil Rights Act of 1964, as 
amended (“Title VII”), 42 U.S.C. Section 2000e-2(a)(1) and Title I of the Civil Rights Act of 1991, 
by subjecting Misty Murphy, Teresa Myrick and similarly-situated females, as a class, to a sexually 
hostile work environment based upon their sex, female, and by terminating their employment in 
retaliation for complaining of the harassment. G.T. filed its Answer to the EEOC Complaint, 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 2 of 12 
denying the allegations contained in EEOC’s Complaint. 
The EEOC and G.T. agree to compromise and settle the differences embodied in the 
Complaint and intend that the terms and conditions of the compromise and settlement be set forth 
in this Consent Decree ("Consent Decree"). 
NOW, THEREFORE, in consideration of the mutual promises and agreements set forth 
herein, the sufficiency of which is hereby acknowledged, the parties agree as follows, the Court 
finds appropriate and therefore, it is ORDERED, ADJUDGED AND DECREED that: 
1. This Consent Decree resolves all issues raised in EEOC Charge Nos. 311-2004-
03558, 311-2005-00236, 311-2005-00386 and 311-2005-00375. This Decree further resolves all 
issues in the Complaint filed by the EEOC in this civil action. The EEOC waives further claims 
and/or litigation on all issues raised in the above-referenced charges and Complaint. The EEOC does 
not waive processing charges other than the charges of discrimination specifically referenced above. 
2. The parties agree that this Consent Decree does not constitute an admission by G.T. 
of any violation of Title VII. G.T. denies any violation of local, state or federal law, common or 
statutory, including but not limited to, Title VII of the Civil Rights Act of 1964, as amended or Title 
I of the Civil Rights Act of 1991. 
3. G.T. agrees that it shall conduct all employment practices in a manner which does 
not subject any employee to discrimination as prohibited by Title VII of the Civil Rights Act of 
1964. G.T. further agrees that there shall be no retaliation against any employee because that 
person has opposed any practice made unlawful under Title VII, or has filed a charge of 
discrimination, or has given testimony, assistance, or has participated in any manner in any 
investigation, proceeding or hearing under Title VII. 
CONSENT DECREE 2 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 3 of 12 
4. G.T. agrees to post the Sexual Harassment Policy appended hereto as Attachment "A" 
on the employee bulletin board at all of G.T. ’s work sites within ten (l0) days after the entry of the 
Consent Decree. G.T. also agrees to distribute this Sexual Harassment Policy to all of its employees 
working in G.T.’s facilities within thirty (30) days after the entry of the Consent Decree. G.T. will 
report to the EEOC that it has complied with this requirement within 30 days after posting and 
distributing the policy. The policy shall remain posted during the term of the Consent Decree. 
5. For each year that the Consent Decree is in effect, G.T. agrees to conduct mandatory 
training for all employees, including all management employees (excluding Justin Gardner), 
advising them of the requirements and prohibitions of the federal anti-discrimination laws with a 
special emphasis on sexual harassment and retaliation. The training will inform the employees of 
the complaint procedure for individuals who believe they have experienced discrimination. The 
training will also advise the employees of the consequences of violating the federal anti-
discrimination laws. The training shall be at least two (2) hours in duration and conducted by a 
trained and educated labor and employment lawyer or Human Resources professional. No less than 
10 days before the training is conducted, Defendants agree to give written notice to the EEOC as to 
the date and location of the training, the name and qualifications of the person providing the training 
and the substance of the training. All materials used in conjunction with the training shall be 
forwarded to the EEOC. Within 20 days following the training, G.T. shall submit to the EEOC 
confirmation that the training was conducted, and a list of attendees, and a copy of all materials used 
in conjunction with the training. 
6. No less than 30 days after the training is conducted, G.T. agrees to give written 
notice to the EEOC as to the date and location of the training, the name of the person providing the 
CONSENT DECREE 3 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 4 of 12 
training and the substance of the training. 
7. During the effective period of this Decree, G.T. shall, every six (6) months, provide 
written notification to the EEOC’s Regional Attorney in its Dallas of any internal complaint of 
sexual harassment, made by any employee, including the name(s) of the employee(s), a description 
of the investigation of the complaint(s), the finding of the investigation and a description of action 
taken, or resolution of the complaint(s). In the event there are no complaints of sexual harassment, 
made by any employees during any six (6) month reporting period, G.T. shall provide written 
notification to the EEOC’s Regional Attorney in its Dallas District Office that no such complaints 
have been made. 
8. G.T. agrees to remove from all personnel files of the Charging Parties, all 
documents, entries and references relating to: the facts and circumstances which led to the filing of 
the charges of discrimination; the charge itself; and the complaint filed by the EEOC in federal court 
based upon the charges. 
9. G.T. agrees that it shall impose substantial discipline--up to and including 
termination, suspension without pay or demotion--upon any officer, supervisor, manager, assistant 
manager or person with any supervisory authority -- who engages in sexual harassment or sex-based 
harassment or permits any such conduct to occur in his or her work area or among employees under 
his or her supervision, or who retaliates against any person who complains or participates in any 
investigation or proceeding concerning any such conduct. G.T. shall communicate this policy to all 
of its officers, supervisors and managers. 
G.T. agrees that it shall advise all officers, managers and supervisors of their duty to actively 
monitor their work areas to ensure employees’ compliance with the company’s sexual harassment 
CONSENT DECREE 4 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 5 of 12 
policy, and to report any incidents and/or complaints of sexual harassment, sex-based harassment 
and/or retaliation of which they become aware to the persons charged with handling such complaints 
at Smith, Rhodes, Stewart & Elder, P.L.L.C. . 
10. G.T. agrees to pay the gross amount of $145,000.00 to resolve all claims for damages 
claimed by EEOC and Teresa Myrick, Juliette Hulen, Misty Murphy, Kathy Logsdon and Rachelle 
Sharp Fuller in and for compensatory and all other damages, inclusive of costs and attorney fees. 
Myrick, Hulen, Murphy, Logsdon and Sharp Fuller will assume full responsibility to all state and 
federal taxing authorities for tax consequences, if any, including interest, sanctions or penalties 
regarding income or other taxes, arising out of the payment to them of the consideration set forth 
above and further agree to hold G.T. harmless for any such tax consequences. Within ten (10) days 
of the entry of this Consent Decree, EEOC will inform Mr. Curtis L. Smith to whom and in what 
amount to issue the checks. Within twenty-one (21) days of this notification, G.T. will issue the 
checks and mail them to the attention of Equal Employment Opportunity Commission, 207 S. 
Houston, Third Floor, Dallas, Texas 75202, Attention William C. Backhaus 
11. G.T. agrees to report to the EEOC within 30 days of entry of this Consent Decree, 
regarding its compliance with the agreements set forth in paragraphs 2 through 10 above. 
12. All reports to the EEOC required by the Consent Decree shall be sent to William C. 
Backhaus, Sr. Trial Attorney, EEOC, 207 S. Houston, Dallas, Texas 75201. 
13. If G.T. fails to tender payment or otherwise fails to timely comply with the terms of 
paragraphs 10-11 above, G.T. shall: 
a. Pay interest at the rate calculated pursuant to 26 U.S.C. Section 6621(b) on 
any untimely or unpaid amounts; and 
CONSENT DECREE 5 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 6 of 12 
b. Bear any additional costs incurred by the EEOC caused by the non-
compliance or delay of G.T. 
14. Neither the EEOC, Charging Parties, nor Defemdamts, shall contest the validity of 
this Consent Decree nor the jurisdiction of the federal district court to enforce this Consent Decree 
and its terms or the right of either party to the Consent Decree to bring an enforcement action upon 
breach of any term of this Consent Decree by either such party. Nothing in this Decree shall be 
construed to preclude the EEOC from enforcing this Decree in the event that G.T. fails to perform 
the promises and representations contained herein. The EEOC shall be authorized to seek 
compliance with the Consent Decree through civil action in the United States District Court. 
15. The parties to this Consent Decree agree to bear their own costs and attorney’s fees 
associated with the above-referenced Complaint. 
16. The term of this Decree shall be for three (3) years from the effective date. The 
Court shall retain jurisdiction to enforce the terms of this Decree until the expiration of the term of 
the Consent Decree. 
SO ORDERED, ADJUDGED AND DECREED this 21st day of June, 2007. 
CONSENT DECREE 6 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 7 of 12 
APPROVED AS TO FORM AND SUBSTANCE: 
Respectfully Submitted: 
ON BEHALF OF THE EEOC: 
/s/ Robert A. Canino 
ROBERT A. CANINO 
Regional Attorney 
Oklahoma State Bar No. 011782 /s/ Curtis L. Smith 
(Signed copy of document bearing CURTIS L. SMITH 
signature of Attorney is being Bar No. OBA # 8323 
maintained in the office of Filing Attorney) 
SUZANNE M. ANDERSON SMITH RHODES STEWART & 
Supervisory Trial Attorney ELDER, P.L.L.C. 
Texas Bar No. 14009470 Robinson Renaissance, Suite 820 
119 N. Robinson Avenue 
CONSENT DECREE 7 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 8 of 12 
Oklahoma City, Oklahoma 73102 
(405) 236-8282 
( 405) 236-2828 (FAX) 
EQUAL EMPLOYMENT 
OPPORTUNITY COMMISSION 
Dallas District Office 
207 South Houston, 3rd Floor 
Dallas, Texas 75202 
(214) 253-2742 
(214) 253-2749 (FAX) 
WILLIAM C. BACKHAUS 
Senior Trial Attorney 
Trial Bar No. 1493850 
CONSENT DECREE 8 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 9 of 12 
Gardner Management’s Sexual Harassment Policy 
SEXUAL HARASSMENT PROHIBITED 
POLICY: It is forbidden for any employee to be sexually harassed by anyone while 
at work. Sexually harassment, as defined in this policy, is considered 
unacceptable and will not be tolerated at Gardner Management. 
DEFINITIONS: Sexual harassment can be defined as follows: 
“Unwelcome sexual advances, requests for sexual favors, and other 
verbal or physical conduct of a sexual nature constitute sexual harassment 
when (1) submission to such conduct is made either explicitly or 
implicitly a term or condition of an individual’s employment; (2) 
submission to or rejection of such conduct by an individual is used as a 
basis for employment decisions affecting such individual; or (3) such 
conduct has the purpose or effect of unreasonably interfering with the 
individual’s work performance or creating an intimidating, hostile or 
offensive work environment.” 
Sexual harassment can include a wide range of unwanted behavior. Sexual harassment can result 
from conduct of a supervisor toward an employee who works for that supervisor but it can also 
CONSENT DECREE 9 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 10 of 12 
involve one employee’s conduct toward another employee or a non-employee toward an 
employee. Sexual harassment can apply to conduct outside the workplace as well as on the job 
site if it is job related. 
It is important to recognize that an occasional joke or curse word does not constitute sexual 
harassment. Sexual harassment is adverse or hostile conduct directed toward an employee 
because of their gender 
Examples of actions which are considered sexual harassment include things such as: 
! Unwelcome physical contact or physical harassment, for example, any unwanted 
touching or another person, impeding or blocking movement, or any physical 
interference with work or movement around the job site. 
! Pervasive sexually explicit language or gestures or verbal harassment, for 
example, derogatory remarks or comments or slurs with regard to one’s sex or the 
repeated telling of sexual stories or jokes. 
! A sexually hostile and offensive overall environment, including, for example, the 
repeated use of vulgar language or behavior, the presence of sexually explicit or 
derogatory photographs, posters, cartoons or drawings or similar conduct which is 
sexually hostile and offensive to a reasonable person. 
ATTACHMENT A 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 11 of 12 
REPORTING HARASSMENT 
Each employee is responsible for monitoring his or her conduct to avoid sexually harassing 
behavior toward others. Each supervisor is responsible for identifying and reporting harassing 
situations within his or her area of responsibility, but all employees must assist us in enforcing 
this policy by promptly reporting any harassing situations or incidents which they observe or 
experience. 
Reports or complaints of sexual harassment should be submitted to your supervisor or manager, 
or any other company official. Regardless of what a supervisor or anyone else tells you, you 
should always feel free to call the main office with any complaints involving sexual harassment. 
All employees should be aware false accusations of sexual harassment have a serious effect on 
innocent persons. We will not tolerate retaliation against any employee for reporting harassing 
situations or incidents which he or she observes or experiences. Similarly, false reports of sexual 
harassment will not be tolerated. 
All report and complaints of sexual harassment will be investigated. The facts will determine the 
response to each report or complaint. All information regarding any specific incident will be 
kept as confidential as possible. If a report or complaint of sexual harassment is proven, the 
person who has engaged in sexual harassment will disciplined in an appropriate manner. Such 
discipline may be immediate termination or some lesser penalty, depending on the situation. 
Supervisors may also be subject to discipline for failing to report incidents of sexual harassment 
in their areas of responsibilities of which they were aware prior to the investigation. 
ATTACHMENT A 
Case 5:05-cv-01148-C Document 67 Filed 06/21/2007 Page 12 of 12 
A person either alternatively, or in addition to reporting such an allegation to company officials, 
may contact the U.S. Equal Employment Opportunity Commission for the purposes of filing a 
charge of employment discrimination. The address and telephone number of the U.S. EEOC 
office is 210 Park Avenue, Suite 1350, Oklahoma City, OK 73102; (405) 231-4911. Information 
about your rights and how to file a charge is available on the Internet at www.eeoc.gov. 
RETALIATION: There shall be no retaliation against any employee because that person has 
opposed what they believe to be unlawful employment practices; or has filed a charge of 
discrimination, or has given testimony, assistance, or has participated in any manner in any 
investigation, proceeding or hearing under Title VII of the Civil Rights Act of 1964. Gardner 
Tanenbaum companies will not punish you for reporting discrimination simply because you have 
made a complaint under the above guidelines. 
EXCEPTIONS: There are no exceptions to this policy. 
Date RICHARD TANENBAUM 
ATTACHMENT A 


EEOC v. Gardner Management Group, L.L.C., Gardner Tanenbaum Group, L.L.C., and G&G Construction

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EEOC v. Gardner Management Group, L.L.C., Gardner Tanenbaum Group, L.L.C., and G&G Construction

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