The work environment must be both "objectively and subjectively offensive, one that a reasonable person would find hostile and abusive, and one that the victim in fact did perceive to be so." SMART Alabama, LLC can be contacted via phone at (334) 335-5800 for pricing, hours and directions. Dec. 7, 2022, 5:05 a.m. EST. 3434 total shipments. at 174). Ryan investigated the incident and interviewed Porter. Sport said that he would talk to Maddox after Plaintiff wrote the letter. Read our Newswire Disclaimer. # 18-4, Ex. UBS , the world's largest wealth manager, on Tuesday signalled the possibility of resuming share buybacks later this year after generating more income than expected in the first six months and as it boosted Prime Minister Kyriakos Mitsotakis called a European Union deal on a post-pandemic recovery fund a "national success" that would allocate Greece around 72 billion euros ($82.38 billion) to help deal with UBS , the world's largest wealth manager, saw net profit drop 11% in the second quarter as higher trading activity failed to offset a pandemic-induced slump in retail and corporate banking. (Doc. Become a Monthly Donor, Last Updated: Indus. Plaintiff received the employee handbook during general training, which was soon after she started working for Defendant. Plaintiff asked "for a form to fill out for harassment." # 18-4, Ex. We are Mass Timber is a trademark of SmartLam North America. 1994)). ( Id. The plaintiff, a resident of Mexico who holds a Bachelor of Science in mechanical engineering and a masters degree in business, began working for SMART in October 2020, the complaint relays. The alleged harassment by Maddox began on November 16, 2005 and continued until sometime shortly before February 7, 2006, which was the last day that Plaintiff worked for Defendant. The employees at Nexteer Automotive earn an average yearly salary of $64,231 per year, and the salaries at NHK International average $59,768 per year. # 18-10, at 7-8). Help other job seekers by rating SMART ALABAMA. The denial of a raise can be a tangible employment action. The national average salary for an SMART ALABAMA employee in the United States is $55,303 per year. ( Id.). (Doc. SMART ALABAMA is in the automotive industry. While we have made attempts to ensure that the information displayed are correct, Zippia is not responsible for any errors or omissions or for the results obtained from the use of this information. The company produces small and large stamped metal parts and assemblies. In her deposition, Plaintiff stated that the letter contained "everything that [she] felt that was going on." You must obtain a Certificate of Name Reservation [10A-1-4.02(f)] prior to filing your formation documents. Plaintiff said, "I did it! # 18-4, Ex. The Court finds sufficient evidence from which a reasonable jury could conclude that Defendant's sexual harassment policy was effective and was disseminated. According to the complaint, the defendants engaged in similar separate fraudulent acts with regard to recruiting and employing dozens of Mexican TN visa holders between 2019 and the present. Your registered name must end with the words Limited Liability Company or an abbreviation of these words (L.L.C. To obtain either, see "File Download/Links" at the bottom of this page. There is sufficient undisputed evidence that Maddox wrote the termination letter because Plaintiff did not satisfactorily perform her job duties, and there is insufficient evidence of a causal link between the letter and the sexual harassment. Smart Alabama Llc at DR. LUVERNE AL 36049 U.S.A. Find their customers, contact information, and details on 6 shipments. # 18-8, 25). Therefore, she would have been eligible for a raise on December 14, 2005. According to Ryan, Plaintiff did not provide any details about the circumstances of the shoulder touching incident, but she identified one witness, Colinda Porter. Date Buyer Supplier Details 43 more fields 2022-09-25 Smart Alabama Llc . # 18-6, Ex. at 196). Founded in 2003, SMART ALABAMA is an established company that loves to hire graduates from Troy University, with 20.0% of its employees having attended Troy University. Fax:(678) 878-4208, Brian Kim, PC Is this your business? (Doc. Hughes did some work for the Human Resources Department, and she told employees that she had an open door policy with respect to any problems or concerns. Sport testified that he was aware that Plaintiff was "not satisfactorily performing her duties." Smart Alabama LLC is categorized under Stamped Metal Body Parts (SIC code 3465). Competitors of SMART ALABAMA include Adient US LLC, Nexteer Automotive, and NHK International. None of the information on this page has been provided or approved by SMART ALABAMA. Ryan concluded that this incident did not involve sexual harassment. at 132). At the February 2 meeting, Plaintiff made more specific complaints, which she recounted in her deposition: (Doc. What do you like about working for SMART ALABAMA? (Doc. (Doc. # 18-2, at 124, 163-64). 14, at 6). Plaintiff makes her Title VII claim under both theories. Generally, Plaintiff told Sport "everything that was making [her] feel uncomfortable." Maddox walked up to Plaintiff's desk and put his hand on her shoulders and said, "Good job." (Doc. The Supreme Court defined a tangible employment action as "a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits." Sys. Shipment data shows what products a company is trading and more. Plaintiff requested a transfer from the safety department at this meeting. of Ruth Ryan (Doc. Rankings are based on government and proprietary data on salaries, company financial health, and employee diversity. When faced with a claim of sexual harassment under the hostile work environment theory, an employer can avoid liability with the Faragher-Ellerth defense, which requires the employer to show two elements: (1) "it exercised reasonable care to prevent and correct promptly any sexually harassing behavior; and (2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities it provided." By using Matchory you consent to our use of cookies. Ruth Ryan ("Ryan") is Employee Relations Manager at all relevant times. Plaintiff explained that she had successfully entered a case in a log. Because of the procedural posture of the case, the Court must for the purposes of this motion accept Plaintiff's testimony regarding her contact with Hughes about this matter. 1999) (en banc)). Who is SMART Alabama Borrow Smart Alabama is a growing group of more than 225 cash advance and title lenders in the state who have committed to a Code of Fair Lending that protects Read More Headquarters 121 Shin Young Dr, Luverne, Alabama, 36049, United States Phone Number (334) 335-5800 Website www.smart-alabama.com Revenue $6M The employee data is based on information from people who have self-reported their past or current employments at SMART ALABAMA. SMART Employee Handbook (Doc. The deposition testimony only says that this meeting occurred sometime before January 18, 2006. (Doc. On February 7, 2006, Plaintiff and her husband met with Ryan. at 186-87). ( Id. According to the lawsuit, the United States government, as part of the North American Free Trade Agreement (NAFTA) between the U.S., Mexico and Canada, created the TN nonimmigrant classification, which permits Mexican and Canadian professionals in certain occupations, including engineers, to temporarily enter the country for employment. The movant can meet this burden by presenting evidence showing there is no dispute of material fact, or by showing the nonmoving party has failed to present evidence in support of some element of its case on which it bears the ultimate burden of proof. at 227-28). Once in Alabama, the Mexican nationals hired by the defendants found themselves working horrendously long hours for wages that amounted to a fraction of the pay received by U.S. citizens on the same production line for the same work, the complaint claims. 3). at 1247 (citing Faragher v. City of Boca Raton, 524 U.S. 775, 787 (1998); Mendoza v. Borden, Inc., 195 F.3d 1238, 1246 (11th Cir. Ryan saw Plaintiff, and suggested that Plaintiff go to a doctor. Thus, it is reasonable that Plaintiff would have thought that Hughes was a person designated by Defendant to receive complaints about sexual harassment. Id. Help us make this company more transparent. 2007). 1815 Satellite Blvd P/NAME QUANTITY N/W G/W SIZE + ATTN: DAVID KIM - TRLU6740547 DESCRIPTION- -GENERIC DESCRIPTION-. ( Id. The company currently specializes in the Automotive area. The suit alleges SMART and AWGN have violated the federal Racketeer Influenced and Corrupt Organizations Act (RICO) and Title VII of the Civil Rights Act of 1964. Wood is the only major building material that grows naturally and is renewable. On January 18, Plaintiff typed a letter to Maddox on a computer in the safety office. The lawsuit looks to represent all individuals who, between March 28, 2018 and the present, were recruited by AWGN, received wages from SMART and were TN visa holders. ( Id.). Id. (Doc. In comparison, some of its highest paying competitors, like. (Doc. Zippia's Best Places to Work lists provide unbiased, data-based evaluations of companies. 9 verified customers. Plaintiff discussed Maddox's conduct with Sport on January 18, 2006. Ryan reported her findings to Sport, who testified that this was the only incident of alleged sexual harassment of which he was aware. SYC-20190 4-1977 166 PACKAGES OF (307, 850 PCS) PART FOR MANUFACTURING PASSEN GER CAR INVOICE NO. The rest of the letter appears to no longer exist, and Plaintiff is not certain what happened to it. SmartLams interdisciplinary staff of designers, structural engineers, industry professionals and manufacturing experts are dedicated to optimizing a solution for every project. ( Id. To the extent that Plaintiff bases her Title VII claim on the arguments that she was a victim of a hostile work environment and the denial of a raise was a tangible employment action, her Title VII claim shall proceed to trial. COLUMBIA FALLS # 18-2, at 123). Get class action lawsuit news sent to your inbox sign up for ClassAction.orgs free weekly newsletterhere. Id. (Doc. of Ruth Ryan (Doc. On December 8, 2006, Plaintiff commenced this suit and alleged that Defendant violated Title VII. at 174). 42 U.S.C. Id. Specifically, Plaintiff told Sport that Maddox asked her whether her breasts were real and what they felt like. (Doc. Plaintiff discussed Maddox's conduct with Fran Hughes sometime prior to January 18, 2006. Corrado Rizzi is the Senior Managing Editor of ClassAction.org. # 18-6, Ex. Because the Court must resolve factual disputes in the light most favorable to Plaintiff, the Court will presume that she was eligible for a raise 30 days after transferring to the safety department. Lindsey O. Hill, Richard Freeman Horsley, King Horsley Lyons LCC, Birmingham, AL, Thomas Frank Kelly, Jr., Clayton, AL, for Plaintiff. Therefore, the letter did not constitute a tangible employment action. Box 5616, Montgomery, Alabama 36103or 770 Washington Ave., Suite 580, Montgomery, AL 36104. SMART Alabama LLC , Hyundai, Luverne, Alabama. The lawsuit alleges the defendants treatment of Mexican workers in comparison to U.S. employees amounts to discrimination on the basis of race and alienage. Presumably, "everything" included the instances of touching and rubbing her breasts and other parts of her body. Finally, the Court found that the conduct interfered with the Plaintiff's work performance because she could not get along with the harasser when they were on the air together. Per the complaint, a TN visa holder is tied to a particular employer for the duration of the three years, unless the individual petitions United States Customs and Immigration Services (USCIS) to add or change employers. Alabama Date published: Feb 25, 2008 CitationsCopy Citation 546 F. Supp. Plaintiff began working in the safety department on November 14, 2005. at 64-65). 6 U.S. shipments available for Smart Alabama Llc, updated weekly since 2007. It is not clear from Plaintiff's deposition and the briefs when Maddox said he would approve the written request or when Plaintiff brought the request to Maddox for his approval. In reference to the raise request, Maddox told Plaintiff to write it out, and then he would sign it. On pages 161 and 162, she seems to say that her pay rate was $9.50 when her employment was terminated. In her response brief, Plaintiff claims that in "casual conversations" prior to January 18, 2006, she informed Sport that she was uncomfortable working around Maddox. In her deposition, Plaintiff testified about the following harassing acts and statements: Id. On pages 163 and 164, she states that she was not clear whether it was 30, 60, or 90 days, and that she would have to look in the handbook. The company was founded in 2003 and is based in Luverne, Alabama. Madray v. Publix Supermarkets, Inc., 208 F.3d 1290, 1298 (11th Cir. Id. The 38-page lawsuit alleges SMART Alabama, an auto parts maker, and AGWM United, a staffing services group, lied to the federal government to secureTN visasfor the individuals by claiming they would be employed as engineers, not as assembly line workers. at 509. (Name Reservation for Domestic Entities). SMART Alabama, LLC operates as a subsidiary of Stamped Metal American Research Technology, Inc. 17). ( Id.). Id. Because the defense is not available, the Court will not discuss whether Plaintiff unreasonably failed to take advantage of Defendant's policy. Id. 2004). Maddox let it be known by people in the safety department that he was a "womanizer" and a "ladies man." Duluth,GA30097, Burr & Forman-AL Plaintiff filed a charge of discrimination with the Equal Employment Opportunity Commission. SYC-20190 4-1977 166 PACKAGES OF (307, 850 PCS) PART FOR MANUFACTURING PASSEN GER CAR INVOICE NO. SMART ALABAMA LLC-Automobile Manufacturer, SMART ALABAMA LLC - Automobile Manufacturerhttps, General Manager, Business Administration & Human Resources. Gary Sport ("Sport") was the Human Resources Manager at all relevant times. of Gary Sport (Doc. at 1245 (citing Burlington Indus., Inc. v. Ellerth, 524 U.S. 742, 765 (1998)). Id. New to ClassAction.org? SMART Alabama LLC was founded in 2003. # 23, at 12). Fran Hughes ("Hughes") did some work for the Human Resources Department, although her desk was in the production office area. Based in Alabama, SMART ALABAMA is a small automotive company with only 101 employees and an annual revenue of $18.0M. Zippia gives an in-depth look into the details of SMART ALABAMA, including salaries, political affiliations, employee data, and more, in order to inform job seekers about SMART ALABAMA. at 58-59). Sport was the Human Resources Manager, and thus was designated to receive complaints about sexual harassment. Id. A consideration of these factors should employ "a totality of the circumstances approach, instead of requiring proof of each factor individually." SMART ALABAMA's headquarters is in Luverne, AL. Hughes denies that Plaintiff (1) complained to her about Maddox at any time, (2) asked her for a complaint form, and (3) gave her a letter of complaint. Aff. ." P/NO. 2000e-2(a)(1). Id. Or try our search form or quick navigation by category and location. Id. at 217-18). The production office area is to the right of the reception area. There is no evidence that Hughes investigated Plaintiff's complaint between the meeting with Plaintiff and the time she received Plaintiff's letter. Ryan informed Plaintiff that she would be transferred to the production area of the plant, which is a part of the facility that Plaintiff wanted to avoid because she would see Maddox "every day." Plaintiff told Sport that Maddox asked her whether her breasts were real and what they felt like. Plaintiff argues that the letter constituted a tangible employment action because she believed that it terminated her employment with Defendant. 17). Defendant has argued, without evidence, that Plaintiff was not eligible for a raise until 90 days after she started working in the safety department, and Defendant has not presented any evidence to rebut Plaintiff's testimony that Maddox conditioned his approval of her raise request on sexual favors. # 18-9, at 44). But, i learned lots of thing from the company. Redwing Carriers, Inc. v. Saraland Apartments, 94 F.3d 1489, 1496 (11th Cir. According to our records, this business is located at. Frederick, 246 F.3d at 1314. Cob3 San Mateo, CA 100,000+ square feet CLT. Porter stated that Maddox, Porter, and Plaintiff were working in the safety office, and Plaintiff was typing on her computer. On August 25, 2005, Plaintiff began working for Defendant as an assembly technician, and she worked in the production area. Thousands of companies like you use Panjiva to research suppliers and competitors. # 18-8, 8). On average, employees at SMART ALABAMA stay with the company for 3.7 years. # 18-2, at 129). (Doc. Severity and pervasiveness of the conduct. 440, Bonchon-Dong, Yeongcheon, Gyeongbuk, South Korea, 770-150, DRIVE LUVERNE ALABAMA 36049 U.S.A, . He asked Plaintiff to go out for drinks, and that she did not have to worry about driving if they got "tore up" because they could get a room. The instances of touching Plaintiff's breasts and buttocks were particularly severe. The Court has carefully considered all deposition excerpts and documents submitted in support of and in opposition to the motion. SMART Alabama, LLC, 1:22-cv-01209 - CourtListener.com Dothan, AL 36301, Andy Quattlebaum Outdoor Education Center - Clemson, SC, GK Butterfield Transportation Center - Greenville, NC, Missoula Fish, Wildlife and Parks Office - Missoula, MT. # 18-2, at 104-06, 162). ( Id. SAMSUNG ELECTRONICS HOME APPLIANCE (33 orders), YOKOHAMA TIRE MANUFACTURING MISSISS (49 orders), KIA MOTORS MANUFACTURING GEORGIA (10132 orders), HYUNDAI MOTOR MANUFACTURING ALABAMA (1414 orders), HYUNDAI MOTOR MANUFACTURING (1058 orders), HYUNDAI WIA MACHINE AMERICA CORP (3122 orders), EATON INDUSTRIES MANUFACTURING (655 orders), KIA MOTORS MANUFACTURING GEORGIA IN (5 orders), KIA MOTORS MANUFACTURING GEORGIA I (1 orders). Although the letter only referenced termination of her employment "from within the safety department," and not her employment with Defendant in general, Plaintiff felt like she would be terminated from her employment with Defendant. Availability of the Faragher-Ellerth defense. of Fran Hughes (Doc. Once she began working in the safety department, she reported to Rance Maddox ("Maddox"), the Safety Manager. at 62-65). To avoid summary judgment, the nonmoving party "must do more than simply show that there is some metaphysical doubt as to the material facts." SMART ALABAMA is ranked #73 on the Best Companies to Work For in Alabama list. This first report refers to the meeting with Hughes. Suppliers of similar products Bakery: Wholesale or Wholesale/Retail Combined, Swimming Pool Contractors Dealers and Designers, UBS flags buyback possibility after Second-quarter earnings beat, Greece calls EU recovery fund deal a 'national success', UBS second-quarter net profit dips as Swiss business dampens trading bonanza, Fabricated Metal Products, Except Machinery & Transport Equipment, View other nearby businesses under Stamped Metal Body Parts. Plaintiff wrote, "After I talked to you about what events have taken place, Rance Maddox has made my work environment to be a hostile one. 121 Shin Young Dr, Luverne, Alabama, 36049, United States. press specialist (Current Employee) - Luverne, AL - April 6, 2018. at 1247-48 (citing Faragher, 524 U.S. at 787-88; Johnson v. Booker T. Washington Broad. Once a TN visa applicant has provided the required evidence to federal officials, they may be admitted to the country under the TN visa classification for a period of up to three years, the suit says. (Doc. (Doc. Plaintiff testified that she did not know whether Ryan investigated the alleged conduct. It was huge experience while working. Sport asked her to write a letter to Maddox that addressed all of her complaints. Heres a selection of our favorite projects. Columbia Falls, MT 59912, DOTHAN (Doc. 234 F.3d at 505. The plaintiff also alleges AGWM management knew and intentionally omitted the fact that the misrepresentation to the government would likely impact his future eligibility for a green card. Plaintiff believed that Maddox had the authority to terminate her employment from Defendant, without the approval of someone in the Human Resources Department. Plaintiff made $9.00 an hour when she started in the production area, and she had the same pay rate in the safety department. The phrase "terms, conditions, or privileges of employment" includes within its scope a discriminatorily hostile or abusive environment, including sexual harassment. Plaintiff seeks to redress allegedly unlawful employment practices in violation of Title VII of the Civil Rights Act of 1964 ("Title VII"). Plaintiff left the safety office, and she was upset. The administrative office area, which includes the Human Resources Department, is to the left of the reception area. ( Id. SMART ALABAMA may also be known as or be related to SMART ALABAMA, SMART Alabama, SMART Alabama LLC, SMART Alabama, LLC and Smart Alabama LLC. Id. (Doc. Sport said that he would talk to Maddox about Plaintiff's complaints after Maddox received the letter. Plaintiff argues that Maddox took a tangible employment action by making an untenable work schedule for her. Ryan testified that she investigated only the shoulder touching incident, which, according to Ryan, was the only conduct that Plaintiff reported at the February 2 meeting or any other time. In Frederick v. Sprint/United Management Co., the Plaintiff claimed that she was denied a promotion by the alleged harasser because she refused to give in to his requests for sexual favors. Launched in 2010, the RECAP extension is a free tool for your browser that helps us collect the content you see on CourtListener. This cause is before the Court on Defendant Smart Alabama, LLC's Motion for Summary Judgment (Doc. Id. at 322-23. ORDERED that Defendant's Motion for Summary Judgment is GRANTED IN PART and DENIED IN PART. Under the hostile work environment theory, an employer is liable if the sexual harassment was "sufficiently severe and pervasive to effectively result in a change (sometimes referred to as a constructive change) in the terms and conditions of employment, even though the employee is not discharged, demoted, or reassigned." 2001). Frederick v. Sprint/United Management Co., 246 F.3d 1305, 1313-14 (11th Cir. ( Id.). 1. He touched her on the breasts, arms, and hands. Panjiva . # 18-2, at 188). at 181). Id. Smart Alabama, Llc Consignee Address 121 SHINYOUNG DR. LUVERNE AL 36049 U.S.A. Notify Party Name Aerocosta Global Systems Inc Notify Party Address 147-19 SPRINGFIELD LANE 2ND FLOOR, SPRINGFIELD GARDENS,NEW YORK 11413, TEL) 718-276-0707 FAX) 718-276-0808, 1-3343355800 Weight 279158 Weight Unit LB Weight in KG 126623.94 Quantity 191 Quantity Unit PKG The plaintiff presented evidence that she was qualified for the position to which she sought promotion. (Doc. Once the moving party has met its burden, Rule 56(e) "requires the nonmoving party to go beyond the pleadings and by her own affidavits, or by the `depositions, answers to interrogatories, and admissions on file,' designate `specific facts showing that there is a genuine issue for trial.'" ( Id. There must be a causal link between the tangible employment action and the sexual harassment. Plaintiff does not know whether Sport ever received his copy of the typed letter. Columbia Falls, MT 59912 Install RECAP at 164). Known organization chief executive officer is Ho Kang. The annual revenue of Smart Alabama LLC varies between 25M and 100M. Even if the letter terminated Plaintiff from her employment with Defendant, and not just her employment in the safety department, the Plaintiff has presented no evidence to rebut the Defendant's evidence that Plaintiff was terminated for her poor job performance. Id. The most common ethnicity at SMART ALABAMA is White (58%). The testimony indicates that in their conversation, Plaintiff told Hughes about Maddox's touching of her arms and invading of her space and asked for a form to complaint about "harassment." Year Started: ? This aspect of the policy was not in the employee handbook. To connect with Smart Alabama LLC employee register on SignalHire. Research Summary. Suite 1080 Rather, Sport asked Plaintiff to write a letter to Maddox outlining her complaints, and said that he would talk to Maddox only after Plaintiff wrote this letter. Borrow Smart Alabama is a growing group of more than 225 cash advance and title lenders in the state who have committed to a Code of Fair Lending that protects consumers and are actively working to educate customers and the public about the responsible use of loans. ( Id. 21, at 1). You must obtain a Certificate of Name Reservation [10A-1-5.11] prior to filing the Application for Registration. Plaintiff went to a doctor, and she did not return to work at a later date. On the other hand, a court ruling on a motion for summary judgment must believe the evidence of the nonmovant and must draw all justifiable inferences from the evidence in the nonmoving party's favor. Baldwin v. Blue Cross/Blue Shield of Ala., 480 F.3d 1287, 1300 (11th Cir. Popular Searches Smart Alabama MENU . # 25, at 6) (citing (Doc. # 18-2, at 187). Mendoza v. Borden, Inc., 195 F.3d 1238, 1244 (11th Cir. SYC-20190 4-1977 166 PACKAGES OF (307, 850 PCS) PART FOR MANUFACTURING PASSEN GER CAR INVOICE NO. ( Id. We can sometimes provide need-based exceptions to these rules. # 18-8, 16). at 138-39, 202-06). Aff. A proposed class action alleges SMART Alabama, LLC and AGWM United, LLC have for years cheated the United States immigration system to employ Mexican nationals as underpaid auto parts production line workers. Meeting with Hughes and follow-up letter to Hughes and Sport. Hulsey v. Pride Restaurants, LLC, 367 F.3d 1238, 1244 (11th Cir. # 18-8, at 4). # 18-10, at 83-84). Celotex, 477 U.S. at 323. at 111). # 18-10, at 84). I finally did it!" ( Id. Aff. Ryan testified that Plaintiff would have worked "far away" from Maddox. "An employer is liable under Title VII if it (even unknowingly) permits a supervisor to take a tangible employment action against an employee because she refused to give in to his sexual overtures." 24 likes. Maddox did not sign the letter or personally hand it to Plaintiff, and neither Maddox nor any other employee of Defendant verbally notified Plaintiff that she was terminated or that she needed to resign. An investment of $50M is being used to build the largest custom glulam manufacturing operation in North America (Dothan, AL) and $24M is being invested to fully automate our CLT plants in Columbia Falls, MT and Dothan, AL. Soon after she started, she was informed that safety department employees would have to work on weekends because the plant was operating three shifts a day, seven days a week. # 18-20, 7). File Foreign LLC Online - Filing Fee $150.00, Registered Agent and/or Registered Office Changes, Limited Liability Limited Partnerships (LLLP). PO Box 2070 # 18-2, at 183-84). at 131). # 18-2, at 182). SmartLam produces mass timber at our two state of the art facilities. Sport did not consider this to be a complaint about sexual harassment, and thus he did not conduct an investigation. At the February 1 meeting, Plaintiff was vague about her complaints because Ryan's assistant was present. (Doc. Local business # 25, 24). manufacturing passenger car manufacturersgeneric manufacturers, PART FOR MANUFACTURING PASSENGER CAR PART FOR MANUFACTURING PASSENGER CAR, - TCNU1215272 DESCRIPTION- -GENERIC DESCRIPTION- 32 PACKAGES OF (3, 840PCS) PART FOR MANUFACTURING PASSENGER CAR INVOICE NO. Therefore, Defendant has failed to satisfy the second prong of the first element of the defense. The lawsuit says that when the quality engineer job offer was officially sent to the plaintiff, the defendants knew he would not be working in that role. # 18-20, 7-8). Plaintiff was aware of the policy at all relevant times. Here's a list of some of the top trending technologies and APIs used by SMART Alabama. Plaintiff, Jurisdiction Type: # 18-3, Ex. At a minimum, the policy must allow a harassed employee to report harassment by a supervisor without having to report the harassment first to the harassing supervisor. Claim this profile to get thousands of free views! Ala. 2008) Citing Cases Fields v. Atlanta Indep. 420 North 20th St. In Hulsey, the Eleventh Circuit outlined two theories under which an employer can be found vicariously liable: (1) "the employee's refusal to submit to a supervisor's sexual demands results in a tangible employment action being taken against her," or (2) "it is sufficiently severe and pervasive to effectively result in a change (sometimes referred to as a constructive change) in the terms and conditions of employment, even though the employee is not discharged, demoted, or reassigned." Best Automotive Companies to Work For in Alabama. SMART ALABAMA LLC (1765 orders) HWASHIN AMERICA CORP (1420 orders) JOON LLC DBA AJIN USA (175 orders) SEWON AMERICA (60 orders) GLOVIS AMERICA (8 orders) 4.6 / 5. Ellerth, 524 U.S. at 761. In Plaintiff's deposition, she recounted what she told Kwon at this meeting: On February 1 and 2, 2006, Plaintiff met with Ruth Ryan, Employee Relations Manager. or LLC. 3, at 65). # 18-8, 29). Read more here: Camp Lejeune Lawsuit Claims. After the nonmoving party has responded to the motion for summary judgment, the Court must grant summary judgment if there is no genuine issue of material fact and the moving party is entitled to judgment as a matter of law. However, this evidence was used only to support the argument that there was no causal link between Maddox's termination letter and the sexual harassment of Plaintiff. Max Wood is a Payday and President at Borrow Smart Alabama based in Birmingham, Alabama. 610 3rd Street West File Foreign LLC Online - Filing Fee $150.00. The average employee at SMART ALABAMA makes $55,303 per year. Sign up to receive the Free Law Project newsletter with tips and announcements. ( Id. Sources of data may include, but are not limited to, the BLS, company filings, estimates based on those filings, H1B filings, and other public and private datasets. (Doc. (Doc. # 18-4, Ex. Maddox touched and rubbed against Plaintiff frequently. 1. Learn more about Mass Timber sustainability today. Id. Current estimates show that the unit has a sales volume of $3,000,000 and staff of approximately 30 people. This policy is in the Defendant's employee handbook, and it is posted on employee bulletin boards behind the reception desk near the production office area. On January 13, 2006, Maddox and Sport met with Plaintiff to discuss her performance problems. ( Id. "In determining whether an anti-harassment policy is sufficiently reasonable, [courts] look to whether the 1 Citing Cases An issue is `material' if it might affect the outcome of the case under the governing law." Maddox also made sexually harassing comments. The Court affirmed a grant of summary judgment for the defendant with respect to the tangible employment action theory because there was no evidence of a causal link between the denial of the promotion and the sexual harassment. It is undisputed that Plaintiff continued to work in the safety department after finding the letter. or LLC). at 1245-46. Your entity name must contain the words Limited Liability Company or the abbreviation L.L.C. Plaintiff brought a copy of the termination letter for Kwon. Id. Sport testified that Maddox did not spend a substantial amount of time in the production area and he would not have had one-on-one contact with employees. Baldwin v. Blue Cross/Blue Shield of Ala., 480 F.3d 1287, 1303 (11th Cir. (Doc. Plaintiff was eligible for a raise after 30 days in the safety department. SMART Alabama corporate office is located in 121 Shin Young Dr, Luverne, Alabama, 36049, United States and has 86 employees. Id. File the original and one copy of the Certificate of Formation with the Secretary of State. Plaintiff did not receive training specifically for sexual harassment during general training or when she was employed by Defendant. (Doc. at 324. Alabama. Employees in the top 10 percent can make over $92,000 per year, while employees at the bottom 10 percent earn less than $33,000 per year. Our estimates are verified against BLS, Census, and current job openings data for accuracy. If you might need an exception, please let us know. Share your experience anonymously. Sport denies that Plaintiff reported any sexual harassment from Maddox, and he only recalls that Plaintiff told him that Maddox called her at home. Hulsey, 367 F.3d at 1245. The data presented on this page does not represent the view of SMART ALABAMA and its employees or that of Zippia. The Eleventh Circuit found that fifteen instances of sexually harassing conduct over four months satisfied the frequency element. Plaintiff's Dep. Please download the PDF to view it: Download PDF. at 139, 184). The testimony provides little detail about what else Plaintiff told Hughes in this conversation. of Gary Sport (Doc. The parties do not contest personal jurisdiction and venue, and the Court finds a sufficient basis for each. The number of employees ranges from 100 to 250. You can contact the company by phone at (334) 335-5800. R. CIV. Smart alabama. ( Id. SMART ALABAMA, LLC, Defendant Court:United States District Court, M.D. Ellerth, 524 U.S. at 761. To determine whether the harassment was objectively severe and pervasive, the Court must consider four factors: "(1) the frequency of the conduct; (2) the severity of the conduct; (3) whether the conduct was physically threatening and humiliating or just a mere utterance; and (4) whether the conduct unreasonably interferes with the employee's work performance." Id. (Doc. On page 106, it states that she made $9.00 an hour. 246 F.3d 1305, 1312 (11th Cir. Therefore, Plaintiff's work schedule cannot serve as a basis for a tangible employment action because she has not established a causal link between the sexual harassment and her untenable work schedule. 1999) (en banc). Plaintiff recounted the missing portions of the letter in her deposition: On January 30, 2006, the same day she found the termination letter, Plaintiff met with Antoine Kwon, the director of the plant, for about thirty minutes. Plaintiff requested to transfer out of the safety department. # 18-4, Ex. With respect to the first prong, an employer must "show that its sexual harassment policy was effectively published, that it contained reasonable complaint procedures, and that it contained no other fatal defect." SMART Alabama, LLC, 1:22-cv-01209 Brought to you by the RECAP Initiative and Free Law Project, a non-profit dedicated to creating high quality open legal information. ( Id. Find your B2B customer within minutes using affordable, accurate contact data from Datanyze, SMART Alabama headquarters are located in 121 Shin Young Dr, Luverne, Alabama, 36049, United States, SMART Alabamas main industries are: Automotive Parts, Manufacturing, SMART Alabama appears in search results as Smart Alabama, Smart Alabama LLC, Smart Orell R, SMART ALABAMA LLC-Automobile Manufacturer, SMART ALABAMA LLC - Automobile Manufacturerhttps, Get Free Access to SMART Alabama Contacts Info. Plaintiff said that she would not accept the transfer. Once installed, anything you buy on PACER gets automatically added to the RECAP Archive and anything another RECAP user has bought is automatically free to you. In the middle of January, 2006, Plaintiff met with Hughes and reported the following conduct by Maddox: It is not clear on what date this conversation occurred. When Plaintiff started working in the safety department, her hours were Monday to Friday from 8:00 a.m. to 5:00 p.m. ( Id. Tour our plants in Columbia Falls, MT and Dothan, AL virtually. Id. An employee could report harassment verbally or in writing. Make your practice more effective and efficient with Casetexts legal research suite. Mailing Address: Id. at 279). At the end of the letter, Plaintiff asked that she or Maddox be given a leave of absence. ( Id. On May 24, 2 006, Defendant received the charge. Defendant did not provide any evidence on when she was eligible, other than to point to Plaintiff's confusion in deposition. ( Id.). # 18-7, 20). FED. ( Id.). ( Id.). The letter references the "sexual harassment situation with Rance Maddox," but does not provide details about Maddox's conduct. Defendant's plant is one building that consists of a production area (also called the production floor), a reception area, and two main office areas. Id. Ryan planned on discussing the matter further with Plaintiff, but she did not have the opportunity to do so because Plaintiff left the company on February 7, 2006. . (Doc. Casetext, Inc. and Casetext are not a law firm and do not provide legal advice. The submissions of the parties, viewed in the light most favorable to the nonmoving party, establish the following relevant facts: Defendant operates a stamping and welding plant in Luverne, Alabama for automotive parts provided to Hyundai Motor Manufacturing Alabama. Courts refer to these two theories of liability as the tangible employment action theory and the hostile work environment theory. ( Id. # 18-7, 15). It is not clear whether Maddox received the annual training prior to the period of alleged sexual harassment. (Doc. (Doc. Before commenting, please review our comment policy. In Johnson, the Plaintiff and the harasser were co-hosts of a morning radio talk show. Anderson, 477 U.S. at 255. However, Plaintiff's response brief says that "Plaintiff first reported Rance Maddox's conduct to supervisory personnel in the middle of January 200[6]." ( Id.). Therefore, the Court finds that there is sufficient evidence from which a reasonable jury could conclude that Hughes was a person who was designated by Defendant to receive complaints about sexual harassment. The handbook does not discuss when employees are eligible for raises. Plaintiff's deposition testimony makes it clear that she subjectively perceived Maddox's conduct to be severe and pervasive. Maddox's conduct was more frequent than and at least as severe as the conduct of the harasser in Johnson. Plaintiff wrote out the request and took it to Maddox, but she then "tore it up and threw it in the garbage" because she felt like Maddox wanted "certain favors" in exchange for signing the raise request. Have you worked at SMART ALABAMA? # 18-2, at 107-08). Despite believing that the letter terminated her employment with Defendant, Plaintiff continued to come to work until February 7, 2006. The letter, which was dated January 30, summarized what Maddox stated were deficiencies in Plaintiff's job performance and stated that her employment "from within the safety department" was terminated. It is undisputed that she failed to perform several job duties, and she did not work on a weekend in the four weeks prior to January 30, 2006. With the new expansion in 2019, the facility now covers 855,580 square footage. 14, at 5). The company did not have a form, but Hughes informed Plaintiff that she simply could write her complaints and submit the writing, which was consistent with Ryan's testimony that the company accepted complaints verbally or in writing. ( Id. (Doc. 2007) (citing Faragher v. City of Boca Raton, 524 U.S. 775, 807-08 (1998); Burlington Indus., Inc. v. Ellerth, 524 U.S. 742, 765 (1998)) (internal quotation marks omitted)). He rubbed her on the breasts, arms, and buttocks. The case states, however, that oversight of the working conditions for TN visa holders in the U.S. is largely unregulated and, as a consequence, multiple reports of abuse have surfaced. Under this theory, it is irrelevant whether the employee took advantage of the employer's system for reporting harassment. at 104). # 18-2, at 204-05). at 1314. at 107-08). at 163). With respect to the second prong, "an employer need not act instantaneously, but must act in a reasonably prompt manner to respond to the employee's complaint." Docket alerts are an advanced feature of CourtListener. 1996); Harlston v. McDonnell Douglas Corp., 37 F.3d 379, 382 (8th Cir. The touching "got to where it was something all the time every day." Celotex Corp. v. Catrett, 477 U.S. 317, 322 (1986). File two original copies of the "Foreign Limited Liability Company Application for Registration" with the Business Entities Division of the Secretary of State. We are excited to announce Smartlam North America is investing $74M in capital assets! He was "a very touchy, feely person." Read the news release here. SMART ALABAMA generates $18.0M in revenue. SYC-202011-2254 FREIGHT PREPAID MARKINGS: SMART (IN DIA) C/S NO. On page 124, she stated that she was eligible after 30 days. Serv., Inc., 234 F.3d 501, 509 (11th Cir. Motor Vehicle Parts Manufacturing Forging and Stamping Transportation Equipment Manufacturing Manufacturing Printer Friendly View Address: 121 Shin Young Dr Luverne, AL, 36049-6536 United States See other locations Phone: ? # 18-2, at 199). # 18-9, at 16-17). Alabama. This site uses primary and third-party cookies to provide you with a great user experience, capture visitors, and display personalized advertising. On January 30, 2006, Plaintiff found a letter addressed to her and written by Maddox. At least fifteen days later, on or after February 2, 2006, Plaintiff submitted a written complaint that referenced "the sexual harassment situation with Rance Maddox." Id. United States District Court, M.D. At least two weeks later, on February 2, 2006, Plaintiff wrote the complaints by hand in a letter to Hughes. SMART ALABAMA has established itself as a great place to work in Alabama, and it is number 1 on Zippia's list of Best Companies to Work for in Luverne, AL. (Doc. 442 Civil Rights: Jobs, Jury Demand: The letter mentions that Plaintiff requested a departmental transfer. From Free Law Project, a 501(c)(3) non-profit. (Doc. A class action alleges SMART Alabama and AGWM United have for years cheated the United States immigration system to employ Mexican nationals as underpaid auto parts production line workers. # 18-4, Ex. ( Id. This physical contact began on November 16, 2005, and it continued in December, 2005 and January, 2006. Dec. 2, 2022, Cause: A plaintiff making a claim of sexual harassment under Title VII must prove four elements: "(1) that she belongs to a protected group; (2) that she has been subjected to unwelcome sexual harassment; (3) that the harassment was based on her sex; (4) that the harassment was sufficiently severe or pervasive to alter the terms and conditions of employment and create a discriminatorily abusive working environment; and (5) that a basis for holding the employer liable exists." Id. The party asking for summary judgment "always bears the initial responsibility of informing the district court of the basis for its motion, and identifying those portions of `the pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any,' which it believes demonstrate the absence of a genuine issue of material fact." Box 5616, Montgomery, Alabama 36103 or 770 Washington Ave., Suite 580, Montgomery, AL 36104. The 38-page lawsuit alleges SMART Alabama, an auto parts maker, and AGWM United, a staffing services group, lied to the federal government to secure TN visas for the individuals by claiming they would be employed as engineers, not as assembly line workers. Managers were also given annual training in the policy. Id. The letter was on Plaintiff's desk in a "community pile" that contained work-related papers. 18% of SMART ALABAMA employees are Black or African American. Under Title VII of the Civil Rights Act of 1964, it is unlawful for an employer "to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin." SMART ALABAMA, LLC, is an automotive parts manufacturer. ( Id.). 11, at 110). Hughes stated that the company did not have such a form, and that Plaintiff could write her complaints and submit the writing. at 125). (Doc. Domestic Limited Liability Company Certificate of Formation and Foreign Limited Liability Company Application for Registration forms are available. Click here to read more. # 18-8, 23). 42:2000 Job Discrimination (Race), Nature of Suit: at 1248 (citing Miller v. Kenworth of Dothan, Inc., 277 F.3d 1269, 1276 (11th Cir. Read more about some of our favorite current projects. The EEOC was "unable to conclude that the information obtained establishes violations of the statutes." Decatur,GA30030. # 23, at 10). The average employee at SMART ALABAMA makes $55,303 per year. CourtListener is sponsored by the non-profit Free Law Project. Hulsey v. Pride Restaurants, LLC, 367 F.3d 1238, 1245 (11th Cir. He told Plaintiff, "I've got a real man for you." at the first time, work i involved was tough, because i never learned from anywhere. Letter from Rance Maddox to Plaintiff (Doc. The safety department office is just off the production office area. These include claims of misrepresented employment contracts, the lawsuit says. Defendant presented evidence that Plaintiff's job performance was unsatisfactory. . Dep. 1371 Hodgesville Road However, Plaintiff does not offer any evidence to rebut Defendant's evidence that her schedule was not significantly different than that of the other employees in the safety department. Id. However, when Plaintiff went to Maddox to obtain his signature, she felt like she had to provide him sexual favors in exchange for the approval of her raise. (334) 335-5800 SMART Alabama Profile and History Borrow Smart Alabama is a growing group of more than 225 cash advance and title lenders in the state who have committed to a Code of Fair Lending that protects consumers and are actively working to educate customers and the public about the responsible use of loans. Not satisfied? # 18-3, Ex. Plaintiff's deposition testimony is not clear about how much she made when she worked in the safety department, and if her pay increased, when it did so. P. 56(c). Since 2003, SMART has been providing top quality products to its customer, Hyundai 5). ( Id. Under Rule 56(c) of the Federal Rules of Civil Procedure, summary judgment is appropriate "if the pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any, show that there is no genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter of law." Website: www.smart-alabama.com Employees (this site): Employees (all sites): Revenue: # Fiscal Year End: ? 2. We calculated the performance score of companies by measuring multiple factors, including revenue, longevity, and stock market performance. at 62-63). We calculated the diversity score of companies by measuring multiple factors, including the ethnic background, gender identity, and language skills of their workforce. Employees at Adient US LLC earn more than most of the competition, with an average yearly salary of $71,706. OurBusiness Entities Downloadspage provides various other forms for certificate requests and filing purposes. Therefore, Plaintiff's tangible employment action claim based on the denial of a raise is due to survive summary judgment. SMART Alabama, LLC operates metal stamping and robotic weld assembly plant. # 18-8, 8). Sch. Managers receive annual training in Defendant's sexual harassment policy. ClassAction.org is a group of online professionals (designers, developers and writers) with years of experience in the legal industry. The first element consists of two prongs: (1) reasonable care to prevent sexual harassment and (2) reasonable care to correct promptly sexual harassment. ( Id. Id. The policy allowed an employee to make a complaint to either his or her direct supervisor or the Human Resources Department. Suite 3400 Under these circumstances, the Court finds that no reasonable jury could conclude that it was unreasonable for Hughes not to investigate Plaintiff's complaint until after February 2, 2006 because Plaintiff is the one who decided to submit the details of her complaint in writing and not verbally. She read the policy in the first few weeks of her employment, but she understood from the outset of her employment that sexual harassment was against company policy and that she could report sexual harassment if it occurred. 14% of SMART ALABAMA employees are Asian. On November 14, 2005, Plaintiff transferred to the safety department and took the position of safety assistant. "An issue of fact is `genuine' if the record as a whole could lead a reasonable trier of fact to find for the nonmoving party. (Doc. Read More Contact Max Wood's Phone Number and Email Last Update 8/2/2022 9:27 PM Email m***@borrowsmartalabama.com Engage via Email Contact Number (***) ***-**** Engage via Phone Mobile Number (***) ***-**** Engage via Mobile HQ Phone (205) 733-9926 Company Co. v. Zenith Radio Corp., 475 U.S. 574, 586 (1986). He said, while rubbing Plaintiff, that if she worked with him, he would get her a raise. # 18-2, at 57). Since 2003, SMART has been providing top quality products to its customer, Hyundai (Doc. 2002)). 1996) (quoting Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248 (1986)). The typed version of the letter is not in the record, but the hand written draft is before the Court. Ste # 403 (Doc. Therefore, the totality of the circumstances shows that the sexual harassment of Plaintiff by Maddox was objectively severe and pervasive. In her deposition, Plaintiff was not clear when she was eligible for a raise. 21, at 1). (citing Kocsis v. Multi-Care Mgmt., Inc., 97 F.3d 876, 887 (6th Cir. # 18-2, at 67). # 18-4, Ex. Mail the $150.00 filing fee and two original copies of the "Foreign Limited Liability Company Application for Registration" to Alabama Secretary of State, Attention: Business Entities Division, P.O. The defendant presented unrebutted evidence that the plaintiff was denied the promotion because she had a history of attendance problems. # 18-8, 2). After the conversation with Ryan, Plaintiff walked into the safety office, and Maddox told her that he was going to write her up for taking unauthorized overtime. On October 16, 2006, the EEOC issued a Dismissal and Notice of Rights, which gave Plaintiff the right to sue Defendant. Plaintiff was eligible for a raise to $9.50 an hour after 30 days in the safety department. 2d 1250 (M.D. (Doc. Birmingham,AL35203, (678) 271-0304 We manufacture CLT, Glulam and SmartShafts. You currently have alerts. 2004) (citing Mendoza, 195 F.3d at 1245); Johnson v. Booker T. Washington Broad. Only the first four sentences of the letter are in the record, and they state only that Plaintiff has had "a couple of hit and miss days of training," and that Plaintiff has "learned a lot" and is "still learning every day." SMART Alabama, LLC is located at 121 Shin Young Dr in Luverne, Alabama 36049. Since 2003, SMART has been providing top quality products to its customer, Hyundai Work at SMART ALABAMA? Id. 16, at 13). Plaintiff understood that every safety department employee was expected to work on weekends because the plant was operating three shifts a day, seven days a week. 2000e-2(a)(1). Sport testified that on February 2, 2006, he was aware that Plaintiff wanted a departmental transfer, but not that she complained of sexual harassment. (Doc. Dep. This browser does not support PDFs. ( Id. The data on this page is also based on data sources collected from public and open data sources on the Internet and other locations, as well as proprietary data we licensed from other companies. Sport testified that he received a copy of the hand written draft, but not until after this litigation commenced. Date of Last Known Filing: # 18-2, at 130). Plaintiff understood that every safety department employee was expected to work on weekends. it was my first job in my life ever. In this case, when viewing the facts in the light most favorable to Plaintiff, the harassment was objectively severe and pervasive. Serv., 234 F.3d 501, 508 n. 7 (11th Cir. Monthly donors can create unlimited docket alerts. 17, at 19). (Doc. Therefore, the policy satisfies the first prong of the first element of the defense. (Doc. However, Plaintiff's citations to her deposition do not support this assertion, and the Court finds no evidence to support it. (Name Reservation for Foreign Entities). Plaintiff does not remember specifically what else she told Sport, but she "went over everything that was making [her] feel uncomfortable and that he [Maddox] didn't get his way, he turned into a grouch and that he was making it miserable for [Plaintiff] because [she] wouldn't play along with him." Id. ( Id. Both of these office areas are open and have cubicles. 16). 2000)). 2000); Mendoza, 195 F.3d at 1246). Its headquarters is located at Luverne, Alabama, USA. For the reasons stated herein, Defendant's Motion is GRANTED IN PART and DENIED IN PART. On or soon after February 2, Plaintiff typed the letter and gave two copies to Hughes, one of which was to be forwarded to Sport. Camp Lejeune residents now have the opportunity to claim compensation for harm suffered from contaminated water. 2000) (quoting Faragher, 524 U.S. at 806). Maddox let Plaintiff know that he would sign her written request for a raise. However, a "demotion without change in pay, benefits, duties, or prestige" or a "reassignment to [a] more inconvenient job" are not tangible employment actions. There are no reviews on Smart Alabama LLC yet. SMART Alabama LLC was founded in 2003. The evidence, when viewed in the light most favorable to the Plaintiff, is sufficient to support her claim that Maddox denied her a raise based on her refusal to provide him with sexual favors. ( Id. # 23, 14). There is no evidence that Maddox singled Plaintiff out for a more difficult work schedule for any reason, let alone because she refused to submit to his sexual advances. They all laughed. Id. If you are not a monthly donor, we allow five alerts and give a bonus of 10 alerts to anybody with the RECAP Extension installed. Claiming and updating your company profile on Zippia is free and easy. # 18-3, Ex. The policy was in the employee handbook, which was distributed to all employees during training. Supplier scouting and risk management made easy for your company. # 18-10, at 60). (Doc. The man alleges that at the time he began communicating with SMART and AGWM about working for the former, AGWM knew that the auto parts maker would misrepresent to the government that he would be employed as an industrial quality engineer, rather than a production line worker. To create additional alerts, please install the RECAP Extension or become a monthly donor. The policy was posted on employee bulletin boards. Operates as a subsidiary of Stamped metal Body parts ( SIC code 3465 ) sometime prior to the... Of the first prong of the employer 's system for reporting harassment ''! Typing on her computer the time she received Plaintiff 's job performance was unsatisfactory citing Indus.. Told Hughes in this conversation the February 1 meeting, Plaintiff commenced this and. And that Plaintiff would have thought that Hughes was a `` community pile that... 'S complaints after Maddox received the charge the original and one copy of the statutes. ]! Llc earn more than most of the reception area whether the employee handbook in 121 Shin Dr. 94 F.3d 1489, 1496 ( 11th Cir the defense F.3d 501, 508 n. 7 ( 11th.... At DR. Luverne AL 36049 U.S.A smart alabama llc zoominfo 's complaint between the meeting Hughes! The raise request, Maddox told Plaintiff, that if she worked in the United is... Her employment with Defendant 242, 248 ( 1986 ) ), 248 ( 1986 ) ) Washington.... Out for harassment.: Jobs, jury Demand: the letter appears to NO exist. Grows naturally and is based in Alabama list 's policy v. Blue Shield! Incident of alleged sexual harassment. must contain the words Limited Liability company an. Considered all deposition excerpts and documents submitted in support of and in opposition to right. To 5:00 p.m. ( Id citing Burlington Indus., Inc., 477 U.S. 242 248! Submit the writing in PART of Last known filing: # 18-2, at ). 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Lawsuit news sent to your inbox sign up to receive complaints about sexual.... 6 shipments with Ryan two state of the circumstances approach, instead of requiring of. Content you see on CourtListener Alabama include Adient US LLC, 367 F.3d 1238, 1244 ( 11th Cir contain! Says that this incident did not conduct an investigation Law Project Mgmt., Inc., 234 501... She started working for SMART Alabama and its employees or that of Zippia 16. Part for MANUFACTURING PASSEN GER CAR INVOICE NO 501 ( c ) ( citing Burlington Indus. Inc.. Current projects she was eligible for a raise can be contacted via phone (! Of cookies a sales volume of $ 18.0M Rance Maddox ( `` Ryan smart alabama llc zoominfo ) is employee Manager... 7, 2006, Plaintiff testified that he would talk to Maddox on a in! Automotive parts Manufacturer Sport `` everything '' included the instances of sexually harassing over. Company financial health, and display personalized advertising the competition, with an yearly! 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