ࡱ>  bjbj 8m< < < < < $` ` ` P ,!` ;j"""""0$0$0$iiiiiii$lozi< 0$0$0$0$0$Ji< < ""4i&(&(&(0$v< "< "i&(0$i&(&(QT&X"tM$FU,h j0;jrUqT&qX&X&XJq< pX0$0$&(0$0$0$0$0$Ji*i &(0$0$0$;j0$0$0$0$q0$0$0$0$0$0$0$0$0$ : CHRISTOPHER HO, CA State Bar No. 129845 MARISA DIAZ, CA State Bar No. 293072 STACY VILLALOBOS, CA State Bar No. 306710 Pro Hac Vice Motions Forthcoming LEGAL AID AT WORK 180 Montgomery Street, Suite 600 San Francisco, CA 94104 Telephone: (415) 864-8848 Facsimile: (415) 593-0096 Emails: cho@legalaidatwork.org mdiaz@legalaidatwork.org svillalobos@legalaidatwork.org Additional Counsel Listed on Next Page Attorneys for Plaintiffs UNITED STATES DISTRICT COURT dISTRICT OF nEW jERSEY CATALINA TABORDA and CARMEN MONELL, Plaintiffs, v. CENTRAL CREDIT SERVICES LLC; RADIUS GLOBAL SOLUTIONS LLC; and DOES 1-10, all of whose true names are unknown, INCLUSIVE, Defendants. DOCKET NO.: CIVIL ACTION COMPLAINT FOR VIOLATIONS OF: Title VII of the Civil Rights Act of 1964; New Jersey Law Against Discrimination; Equal Pay Act of 1963; New Jersey Equal Pay Act [Jury Trial Demanded]  David Lopez, dc Bar No. 426463 OUTTEN & GOLDEN LLP Pro Hac Vice Motion Forthcoming 601 Massachusetts Avenue NW 2nd Floor West Suite Washington, DC 20001 Telephone: (202) 847-4400 Facsimile: (202) 847-4410 Email: PDL@outtengolden.com GLEN D. SAVITS, NJ State Bar No. 029921982 GREEN SAVITS, LLC 25B Vreeland Road Florham Park, NJ 07932 Telephone: (973) 695-7777 Facsimile: (973) 695-7788 Email: gsavits@greensavits.com MENAKA N. FERNANDO, CA State Bar No. 271380 Pro Hac Vice Motion Forthcoming OUTTEN & GOLDEN LLP One Embarcadero Center, 38th Floor San Francisco, CA 9411 Telephone: (415) 638-8800 Facsimile: (646) 952-9109 Email: mfernando@outtengolden.com AMY BIEGELSEN, nj State Bar No. 178552015 OUTTEN & GOLDEN LLP 685 Third Avenue, 25th Floor New York, NY 10017 Telephone: (212) 245-1000 Facsimile: (646) 952-9105 Email: abiegelsen@outtengolden.com Attorneys for Plaintiffs Plaintiffs Catalina Taborda, 172 East Main Street, Bergenfield, New Jersey 07621 and Carmen Monell, P.O. Box 383, Sloatsburg, New York 10974, allege the following: NATURE OF THE ACTION This is an action for relief from employment discrimination in violation of Title VII of the Civil Rights Act of 1964, as amended (Title VII), the Equal Pay Act of 1963, the New Jersey Law Against Discrimination, and the New Jersey Equal Pay Act. Plaintiffs Catalina Taborda and Carmen Monell (collectively, Plaintiffs) allege that Defendants Central Credit Services LLC (CCS), Radius Global Solutions LLC (Radius), and John (or Jane) Does 1-10, all of whose true names are unknown (collectively, Defendants), unlawfully discriminated against them on the basis of their national origin characteristics, including language, and sex, and harassed them on the basis of national origin and language, and retaliated against them. Plaintiffs further allege that Defendants policies, practices, and decisionsall arising from the English-only policy they established and enforcedhad a disparate impact upon them based on their national origin, Latina. Plaintiffs further allege that Defendants denied Plaintiffs equal compensation based on sex. Plaintiffs seek injunctive and declaratory relief, compensatory damages, punitive damages, liquidated damages, and reasonable attorneys fees and costs as remedies for Defendants violations of their rights. THE PARTIES Plaintiff Catalina Taborda is a Spanish-speaking Latina. She worked as a bill collector for Defendants, from approximately 2012 to 2017. Plaintiff Carmen Monell is a Spanish-speaking Latina. She worked as a bill collector for Defendants from approximately 2008 to 2016. Upon information and belief, Defendant CCS is a national debt collection company that maintains nine office locations employing approximately 2,600 individuals. Defendant CCS operates an office in Ramsey, New Jersey, and all or most of the events alleged herein occurred while Plaintiffs were employed by Defendants in that office. At all times relevant herein, Defendant CCS had at least fifteen employees, and was therefore an employer within the meaning of Title VII. Defendant CCS was also an employer within the meaning of the New Jersey Law Against Discrimination, the Equal Pay Act, and the New Jersey Equal Pay Act. Upon information and belief, Defendant CCS is a subsidiary of Defendant Radius. Upon information and belief, Defendant Radius is an international company that maintains thirteen office locations. Defendant Radius, with Defendant CCS, operates the office in Ramsey, New Jersey where all or most of the events alleged herein occurred. At all times relevant herein, Defendant Radius had at least fifteen employees and was therefore an employer within the meaning of Title VII. Defendant Radius is also an employer within the meaning of the New Jersey Law Against Discrimination, the Equal Pay Act, and the New Jersey Equal Pay Act. Defendants CCS and Radius are liable for the acts of their agents and employees as set forth below. Upon information and belief, Defendants are the successor employers and/or successors-in-interest to any companies or entities that previously owned, managed, or operated the Ramsey, New Jersey office, including, but not limited to, Veldos LLC and NCO Financial Systems, Inc. Plaintiffs are informed and believe and thereon allege that at all times relevant herein, each of the Defendant Does 1-10 were responsible in some manner for the occurrences and injuries alleged in this complaint. Their names and capacities are currently unknown to Plaintiffs. Plaintiffs will amend this Complaint to show such true names and capacities when the same have been ascertained. JURISDICTION AND VENUE This Court has jurisdiction of Plaintiffs federal law claims pursuant to 28 U.S.C. 1331, as this case involves questions of federal law. This Court has supplemental jurisdiction over the related state law claims pursuant to 28 U.S.C. 1367(a) because those claims form part of the same case or controversy under Article III of the United States Constitution. Plaintiffs state law claims share all common operative facts with their federal law claims, and the parties are identical. Resolving Plaintiffs federal and state claims in a single action serves the interests of judicial economy, convenience, consistency, and fairness to the parties. Venue is proper in, and Defendants are subject to the personal jurisdiction of, this Court because Defendants maintain facilities and business operations in this District, and all or most of the events giving rise to this action occurred in this District. 28 U.S.C. 1391(b); 42 U.S.C. 2000e-5(f)(3). EXHAUSTION OF ADMINISTRATIVE REMEDIES Plaintiffs timely filed charges of discrimination with the United States Equal Employment Opportunity Commission (EEOC) and the New Jersey Division on Civil Rights. On or around March 13, 2017, the EEOC issued Plaintiffs Notices of Right to Sue. Plaintiffs have timely filed this action and have complied with all administrative prerequisites to bring this lawsuit. FACTUAL ALLEGATIONS At all times material to this action, Plaintiffs Taborda and Monell were employed by Defendants as bill collectors in Defendants Ramsey, New Jersey office. As part of their jobs, Plaintiffs were responsible for communicating with consumers about their credit card accounts and debt, and encouraging them to resolve their outstanding balances. As part of their jobs, Plaintiffs Taborda and Monell, and another Spanish-speaking Latina bill collector, Achsa Pirro, communicated with Spanish-speaking consumers with various levels of English proficiency. At times, it was necessary for Plaintiffs to communicate with consumers in Spanish. Defendants benefited from Plaintiffs Spanish proficiency because it allowed them to collect on accounts of Spanish-speaking consumers. In or around July 2013, Ann Claehsen became the supervisor of Plaintiffs Taborda and Monell, as well as Ms. Pirro. Ms. Claehsen routinely made derogatory comments based on national origin, including comments about Spanish speakers. For example, on multiple occasions, Ms. Claehsen asked Plaintiff Taborda, Why do you have to watch soccer in Spanish? and Why are you watching television in Spanish? after observing her watching Spanish-language television in the break room during her lunch hour. On another occasion, before Ms. Claehsen returned to work from her lunch break, she gave another employee, Terrence OHanlon, the remote control for the television. She loudly stated, Here, Terrence, take the remote so Catalina [Taborda] doesnt make you watch television in Spanish. Beginning in or around January 2015, Terrence OHanlon, who was also employed by Defendants as a bill collector at the Ramsey, New Jersey office, frequently made derogatory comments based on national origin, including comments about Latinos, Latino immigrants, and Spanish-speaking people. When speaking to Plaintiff Taborda, Mr. OHanlon repeatedly accused Spanish-speaking consumers of coming to this country and not paying their taxes. On more than one occasion, after hearing Plaintiffs Taborda or Monell speak Spanish to a consumer or to each other, Mr. OHanlon loudly sang part of the United States national anthem. Between approximately January 2015 and March 2017, Mr. OHanlon made these and similar derogatory statements almost on a weekly basis. Mr. OHanlons statements and behavior almost always occurred in Ms. Claehsens presence. Ms. Claehsen never reprimanded Mr. OHanlon, nor did she ask him to stop making these comments. Instead, she often laughed in response to Mr. OHanlons conduct. Plaintiffs complained to Ms. Claehsen about her and Mr. OHanlons statements and behavior. Each time, Ms. Claehsen dismissed their complaints. Plaintiff Taborda also complained verbally to Robert Pettway, the general manager of Defendants Ramsey office, about Mr. OHanlon and Ms. Claehsens treatment on at least three occasions. Each time, Mr. Pettway dismissed her complaints. As a result, Mr. OHanlons and Ms. Claehsens harassment continued. On or around July 17, 2015, Ms. Claehsen told Plaintiff Taborda and Ms. Pirro that they should not be speaking to one another in Spanish. Prior to this statement, Plaintiff Taborda was not aware of any policy or practice of Defendants prohibiting the speaking of Spanish. Ms. Claehsens demand that Plaintiff Taborda and Ms. Pirro refrain from speaking Spanish again demonstrated her discriminatory motive based on Plaintiffs national origin. Again, Ms. Taborda complained to Mr. Pettway. She told him that Ms. Claehsen had prohibited her and Ms. Pirro from speaking Spanish. Later that afternoon, Mr. Pettway called Plaintiffs Taborda and Monell and Ms. Pirro into a conference room. Jean Tilden, a Human Resources representative employed by Defendant Radius, joined the meeting via telephone. During this meeting, Mr. Pettway and Ms. Tilden disciplined Plaintiffs Taborda and Monell, as well as Ms. Pirro, for having spoken Spanish. Defendants targeted and disciplined all three Latina employees even though Plaintiff Monell had not been part of the conversation that prompted Ms. Claehsens demand to stop speaking Spanish. Mr. Pettway and Ms. Tilden informed Plaintiffs and Ms. Pirro that Defendants maintained a policy and/or practice that prohibited employees from speaking Spanish at work. Mr. Pettway and Ms. Tilden did not make reference to any prohibitions on any other languages. Plaintiffs Taborda and Monell and Ms. Pirro objected to this policy and/or practice. Prior to this meeting, in all her seven years of employment with Defendants, Plaintiff Monell was not aware of any policy or practice by Defendants prohibiting the speaking of Spanish. During the meeting, Ms. Tilden communicated that Defendants would allow Plaintiffs and Ms. Pirro to speak Spanish when taking calls from Spanish-speaking consumers, but that they could not speak Spanish at any other time or anywhere else in the building, including the break rooms and the restrooms. She told them to leave the building if they wanted to speak Spanish. Ms. Tilden stated that they would be terminated if they did not comply with this policy or practice. Plaintiffs Taborda and Monell understood this to mean that they could be terminated for slips of the tongue. Several days later, on or around July 20, 2015, Plaintiffs Taborda and Monell, and Ms. Pirro were each called into individual meetings with Mr. Pettway. Mr. Pettway gave Plaintiffs Taborda and Monell, and Ms. Pirro, each an employee coaching form. Plaintiff Tabordas employee coaching form stated that Plaintiff Taborda was no longer allowed to speak Spanish while at work unless on the phone with a consumer. It also stated that her refusal to follow this request to stop speaking Spanish will result in termination. Plaintiff Monells form used similar language. The English-only policy or practice in the coaching forms was that these 3 employees [Catalina Taborda, Carmen Monell, and Achsa Pirro] stop speaking Spanish while at work. The coaching forms stated, These conversations are causing employees to feel uncomfortable, as they dont know what is being said in Spanish. Mr. Pettway threatened Ms. Taborda, during her meeting, that she would be fired unless she signed the employee coaching form. Plaintiff Taborda signed the form, with the comment I am signing this paper feeling discriminated and single [sic] out. There is a lot of discrimination and racism going on in this office against Spanish speakers. Despite this written complaint and further explicit notice of discriminatory conduct by Plaintiff Taborda, Defendants failed to investigate and/or take any corrective measures to prevent discrimination and harassment in the workplace. Mr. Pettway threatened Plaintiff Monell with termination if she did not sign the coaching form as well. Plaintiff Monell signed the form. Shortly after these meetings, Mr. Pettway greeted Plaintiff Monell in Spanish, saying Buenos Dias (good morning). Shortly after these meetings, Mr. Pettway separately greeted Plaintiff Taborda in Spanish, saying Buenos Dias (good morning). Several days later, on or around July 23, 2015, Plaintiffs Taborda and Monell, and Ms. Pirro, were again each called into individual meetings with Mr. Pettway. During these meetings, Mr. Pettway tore up the employee coaching forms they had previously been given, stating that those forms were no longer valid. Mr. Pettway explained that they each had to sign a new form or face termination. Mr. Pettway gave Plaintiffs Taborda and Monell, and Ms. Pirro, an employee counseling form. Mr. Pettway informed Plaintiffs Taborda and Monell that the new counseling form was distinct from the previous coaching form. Each counseling form stated, Although the company does not have an English Only Policy site-wide, we do ask employees who speak other languages to refrain from using those languages while on the call floor. It request[ed] that Ms. [Monell, Taborda, and Pirro] refrain from speaking Spanish on the call floor, except when [they take] an occasional Spanish-speaking call from a Spanish-speaking customer. The counseling forms provided the following justifications for the English-only policy: (1) An English speaking customer who overhears a background conversation in another language may be distracted, confused, or less inclined to continue the collection conversation due to the distraction.; (2) To promote efficiency and prevent miscommunications, we need collectors to speak English for all collaborative discussions. Speaking English on the call floor will also prevent the perception that a collector is attempting to avoid collaboration on a shared file by speaking in a different language than the co-worker / collaborator.; (3) English must be spoken on the call floor to enable a supervisor to monitor communications between coworkers. In general, non-work related conversations must be kept to an absolute minimum.; (4) Collectors on the call floor have expressed concerns about Ms. [Monell, Taborda, Pirro] having conversations in Spanish with others and gave the following reasons: 1. It is difficult to concentrate on the customer when others are having conversations in another language in the background. 2. If the conversation is work-related it should be in English because the files are sometimes shared. 3. Employees feel like Ms. [Monell, Taborda, Pirro] may be using Spanish to speak about them in a negative manner while they are trying to work. Plaintiffs Taborda and Monell both signed the new employee counseling form. Plaintiff Taborda added a comment, which stated, I, Catalina Taborda, reserve my right to take legal action, shall I [sic] consider any act of discrimination with my native language, in accordance to aforementioned document. Despite this second written complaint and further explicit notice of discriminatory conduct by Plaintiff Taborda, Defendants failed to investigate and/or take any corrective measures to prevent discrimination and harassment in the workplace. Plaintiffs are unaware of any customer complaints regarding hearing languages other than English being spoken on the call floor. Plaintiffs are unaware of any coworker complaints that a collector was speaking in a language other than English in an attempt to avoid collaboration on a shared file. Non-work related conversations frequently occurred on the call floor, and supervisors and managers often participated in the same. Plaintiffs are unaware of any employee ever being disciplined or counseled for a non-work related conversation in English. Defendant CCS has a language-neutral policy against [u]sing offensive or profane language on Company property. After the above-described meetings, on the few occasions that they tried to speak to each other in Spanish, Ms. Claehsen immediately told them to stop. Before the English-only policy existed, many of Plaintiffs non-Latino colleagues would speak to them in Spanish to practice their own language skills. After the English-only policy was instituted, some non-Latino colleagues, including Mr. Pettway, continued to speak in Spanish. Some colleagues spoke other languages, such as Haitian Creole, on the call floor. To Plaintiffs knowledge, their colleagues were never disciplined or counseled for speaking a language other than English. The English-only policy prevented Plaintiffs from efficiently carrying out their job responsibilities. The English-only policy contributed to an atmosphere of inferiority, isolation, and intimidation for Plaintiffs. They felt humiliated and degraded as a result of the English-only policy, as well as the broader workplace atmosphere of national origin and sex discrimination. Defendants rationale for the English-only policy shifted over time and relied on the discriminatory preferences of others. Mr. OHanlons derogatory comments continued after the imposition of the English-only policy. On or around January 26, 2016, Plaintiff Taborda was given a Final Written Warning for speaking to a representative for the Ramsey, New Jersey facilitys main client, American Express while he was on-site, about the English-only policy. The warning stated, On July 23, 2015 Taborda was formally coached on the Companys policy and procedure for escalating employment related concerns. Defendants paid Plaintiffs less than male employees for equal work the performance of which required equal skill, effort, and responsibility, and which was performed under similar working conditions. Plaintiffs were paid less for their jobs as bill collectors than male employees who were bill collectors. Plaintiffs work as bill collectors was substantially equal to male bill collectors work. Defendants assigned accounts to female and male bill collectors in a way that perpetuated pay differences. Defendants assigned more desirable accounts to male employees. Male employees were assigned accounts of consumers with high credit scores while female employees were, regularly and more frequently than male employees, assigned accounts of consumers with low credit scores. Accounts with low credit scores were harder to collect. Female employees were also more frequently assigned accounts that lacked a telephone number, which likewise made the accounts more difficult to collect. Mr. Pettway usually assigned accounts. Employee pay rates were tied to monthly goals for collection. An employee with a higher monthly goal typically had a higher pay rate. The assignment of accounts impacted an employees ability to meet her monthly goals. Employees were also rewarded for exceeding their monthly collection goals. For a time, Defendants also gave the top collector a reward. One month, Plaintiff Monell was the top collector. She was not immediately given the reward she was entitled to for being the top collector. She had to complain several times before Defendants gave her the reward. When men won the collection reward, by comparison, they were compensated on the same day, or the day after, and without having to insist. Plaintiffs, as female bill collectors, had lower hourly rates and lower bonuses than male bill collectors. Plaintiff Taborda earned $10.00 per hour, and Plaintiff Monell earned $11.00 per hour. Plaintiffs, and other female employees, were treated less favorably than male employees by Mr. Pettway. Mr. Pettway made female employees wait for long periods of time outside of his office before they were allowed to enter to discuss a matter with him. In contrast, Mr. Pettway consistently waved male employees into his office to speak with him without making them wait. The time employees had to wait to speak to Mr. Pettway was time taken away from making collection calls, which were tied to employees pay. Similarly, Mr. Pettway spoke to male employees frequently about non-work related topics, including sports. Ms. Monell resigned on or around January 29, 2016. In or around January 2017, Defendants announced a layoff of all employees in the Ramsey, New Jersey office, but offered some employees the opportunity to continue working for Defendants. Mr. Pettway told Plaintiff Taborda that the company wanted her to continue working with them because of her good performance, but that she would receive lower compensation. Plaintiff Taborda decided to reject the offer, and her last day working for Defendants was March 1, 2017. The English-only policy remained in existence through Plaintiffs last days of employment. CLAIMS FOR RELIEF FIRST CLAIM FOR RELIEF National Origin-Based Discrimination (Disparate Impact) in Violation of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e-2(a) Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 97, above. Section 703 of Title VII, 42 U.S.C. 2000e-2, prohibits employment practices that discriminate against persons on the basis of their national origin. Plaintiffs are informed and believe and thereon allege that Defendants English-only policy (which operated as a no-Spanish policy and/or practice) had an adverse and disproportionate impact on them because of their national origin, Latina. Defendants English-only policy (which operated as a no-Spanish policy and/or practice) was neither manifestly job-related nor consistent with business necessity. Less discriminatory alternatives existed to achieve Defendants stated business purposes. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic and emotional injuries, resulting in damages in an amount to be proven at trial. Defendants unlawful actions were intentional, willful, malicious, and/or done with reckless disregard to Plaintiffs right to be free from discrimination based on national origin. Plaintiffs are entitled to their reasonable attorneys fees and costs of suit. SECOND CLAIM FOR RELIEF National Origin-Based Discrimination (Hostile Work Environment) in Violation of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e-2(a) Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 104, above. Plaintiffs were subjected to harassment by Defendants agents and employees, including Ms. Claehsen and Mr. OHanlon, because of their national origin, Latina. Plaintiffs were subjected to verbal and written conduct, as well as an English-only policy, by Defendants agents and employees, including Ms. Claehsen, Mr. OHanlon, Mr. Pettway, and Ms. Tilden. Defendants agents and employees conduct was not welcomed by Plaintiffs. Defendants agents and employees conduct was undertaken because of Plaintiffs national origin, Latina. The conduct was so severe or pervasive that reasonable persons in Plaintiffs positions would find their work environment to be hostile or abusive. Plaintiffs believed their work environment to be hostile or abusive as a result of Defendants agents and employees conduct. Management level employees knew, or should have known, of the abusive conduct. Plaintiffs provided management level personnel, including Mr. Pettway, Ms. Claehsen, and Ms. Tilden, with information sufficient to raise a probability of national origin harassment in the mind of a reasonable employer. Moreover, the harassment was so pervasive and open that a reasonable employer would have had to have been aware of it. Indeed, management level employees were themselves complicit in the abusive conduct. Defendants did not exercise reasonable care to prevent harassment in the workplace on the basis of national origin, and did not exercise reasonable care to promptly correct any harassing behavior that did occur. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic and emotional injuries, resulting in damages in an amount to be proven at trial. Defendants unlawful actions were intentional, willful, malicious, and/or done with reckless disregard to Plaintiffs right to be free from discrimination based on national origin. Plaintiffs are entitled to their reasonable attorneys fees and costs of suit. THIRD CLAIM FOR RELIEF Sex-Based Discrimination in Violation of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e-2(a) Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 116, above. Title VII of the Civil Rights Act of 1964, as amended, makes it unlawful for an employer, (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individuals race, color, religion, sex, or national origin. 42 U.S.C. 2000e-2(a). Defendants discriminated against Plaintiffs by treating them differently from their male coworkers, including in account assignment and unequal wages and compensation, because of their sex. Plaintiffs sex was the determining factor and/or a motivating factor in Defendants actions. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic damages to be proven at trial. As a result of Defendants actions, Plaintiffs have suffered emotional distress, resulting in damages in an amount to be proven at trial. Plaintiff further seeks compensatory and punitive damages and all other injunctive, declaratory, and monetary relief available for discrimination at trial. Defendants unlawful actions were intentional, willful, malicious, and/or done with reckless disregard to Plaintiffs right to be free from discrimination based on sex. Plaintiffs are entitled to reasonable attorneys fees and costs of suit. FOURTH CLAIM FOR RELIEF Retaliation in Violation of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e-3(a) Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 123, above. Section 704(a) of Title VII of the Civil Rights Act of 1964, as amended, prohibits employers from discriminating against an employee because [she] has opposed any practice made an unlawful employment practice by this subchapter. 42 U.S.C. 2000e-3(a). Plaintiffs made informal and formal complaints to Defendants agents and employees opposing Defendants unlawful, discriminatory employment practices based on national origin and sex. As a result of Plaintiffs complaints, Defendants agents and employees took materially adverse actions against Plaintiffs, including, but not limited to, issuing disciplinary warnings, such as counseling and coaching forms; threats of termination; reprimands by supervisors; and instituting an English-only policy aimed specifically at Plaintiffs. Defendants adverse actions constituted retaliatory workplace harassment. Defendants retaliatory actions were sufficient to deter a reasonable person from engaging in protected activity under Title VII. As a direct, legal and proximate result of Defendants retaliation, Plaintiffs have sustained, and will continue to sustain, economic and emotional injuries, resulting in damages in an amount to be proven at trial. Plaintiffs are entitled to their reasonable attorneys fees and costs of suit. FIFTH CLAIM FOR RELIEF Sex-Based Pay Discrimination in Violation of Equal Pay Act, 29 U.S.C. 206(d)(1) Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 131, above. Section 206(d)(1) of the Equal Pay Act makes it unlawful for an employer to discriminate . . . between employees on the basis of sex by paying wages to employees . . . at a rate less than the rate at which he pays to employees of the opposite sex . . . for equal work on jobs the performance of which requires equal skill, efforts, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system, (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex. Defendants have employed Plaintiffs and male employees in jobs as bill collectors, requiring substantially equal skill, effort, and responsibility. Plaintiffs and male employees performed their jobs under similar working conditions. Plaintiffs were paid a lower wage than the male employees doing substantially equal work. The differential in pay between male and female employees was not due to a bona fide seniority system, a bona fide merit system, or a bona fide system that measures employee earnings by quantity or quality of work, nor was the difference in pay a result of a factor other than sex. Defendants caused, contributed to, or caused the continuation of wage rate discrimination based on sex, in violation of the Equal Pay Act. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic damages to be proven at trial. As a result of Defendants actions, Plaintiffs have suffered emotional distress, resulting in damages in an amount to be proven at trial. Plaintiff further seeks compensatory and punitive damages and all other injunctive, declaratory, and monetary relief available for equal pay violations at trial, including liquidated damages for all willful violations, prejudgment interest, attorneys fees and costs, and other compensation pursuant to 29 U.S.C. 216(b). SIXTH CLAIM FOR RELIEF National Origin-Based Discrimination (Disparate Impact) in Violation of New Jersey Law Against Discrimination N.J.S.A. 10:5-12 Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 139, above. New Jerseys Law Against Discrimination makes it unlawful for an employer to discriminate against an individual in compensation or in terms, conditions or privileges of employment because of national origin and ancestry. Plaintiffs are informed and believe and thereon allege that Defendants English-only policy (which operated as a no-Spanish policy and/or practice) had an adverse and disproportionate impact on them because of their national origin, Latina. Defendants English-only policy (which operated as a no-Spanish policy and/or practice) was neither manifestly job-related nor consistent with business necessity. Less discriminatory alternatives existed to achieve Defendants stated business purposes. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic damages to be proven at trial. As a result of Defendants actions, Plaintiffs have suffered emotional distress, resulting in damages in an amount to be proven at trial. Plaintiff further seeks compensatory and punitive damages and all other injunctive, declaratory, and monetary relief available for discrimination at trial. Defendants unlawful actions were intentional, willful, malicious, and/or done with reckless disregard to Plaintiffs right to be free from discrimination based on national origin and ancestry. Plaintiffs are entitled to reasonable attorneys fees and costs of suit. SEVENTH CLAIM FOR RELIEF National Origin-Based Discrimination (Hostile Work Environment) in Violation of New Jersey Law Against Discrimination N.J.S.A. 10:5-12 Plaintiffs incorporate by reference as if fully set forth herein allegations contained in paragraphs 1 through 147, above. Plaintiffs were subjected to harassment by Defendants agents and employees, including Ms. Claehsen and Mr. OHanlon, because of Plaintiffs national origin and ancestry. Plaintiffs were subjected to verbal and written conduct, as well as an English-only policy, by Defendants agents and employees, including Ms. Claehsen, Mr. OHanlon, Mr. Pettway, and Ms. Tilden. Defendants agents and employees conduct was not welcomed by Plaintiffs. Defendants agents and employees conduct was because of the fact that Plaintiffs are members in a protected class. The conduct was so severe or pervasive that a reasonable person in Plaintiffs positions would find Plaintiffs work environment to be hostile or abusive. Plaintiffs found their work environment to be hostile or abusive as a result of Defendants agents and employees conduct. Management level employees knew, or should have known, of the abusive conduct. Plaintiffs provided management level personnel, including Mr. Pettway, Ms. Claehsen, and Ms. Tilden, with enough information to raise a probability of national origin and ancestry harassment in the mind of a reasonable employer, and/or the harassment was so pervasive and open that a reasonable employer would have had to have been aware of it. Indeed, management level employees were themselves complicit in the abusive conduct. Defendants did not exercise reasonable care to prevent harassment in the workplace on the basis of national origin and ancestry, and did not exercise reasonable care to promptly correct any harassing behavior that did occur. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic damages to be proven at trial. As a result of Defendants actions, Plaintiffs have suffered emotional distress, resulting in damages in an amount to be proven at trial. Plaintiff further seeks compensatory and punitive damages and all other injunctive, declaratory, and monetary relief available for discrimination at trial. Defendants unlawful actions were intentional, willful, malicious, and/or done with reckless disregard to Plaintiffs right to be free from discrimination based on national origin and ancestry. Plaintiffs are entitled to reasonable attorneys fees and costs of suit. EIGHTH CLAIM FOR RELIEF Sex-Based Discrimination in Violation of New Jersey Law Against Discrimination N.J.S.A. 10:5-12 Plaintiffs incorporate by reference as if fully set forth herein allegations contained in paragraphs 1 through 159, above. New Jerseys Law Against Discrimination makes it unlawful for an employer to discriminate against an individual in compensation or in terms, conditions or privileges of employment because of sex. Defendants discriminated against Plaintiffs by treating them differently from their male coworkers, including in account assignment and unequal wages and compensation, because of their sex. Plaintiffs sex was the determining factor and/or a motivating factor in Defendants actions. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic damages to be proven at trial. As a result of Defendants actions, Plaintiffs have suffered emotional distress, resulting in damages in an amount to be proven at trial. Plaintiff further seeks compensatory and punitive damages and all other injunctive, declaratory, and monetary relief available for discrimination at trial. Defendants unlawful actions were intentional, willful, malicious, and/or done with reckless disregard to Plaintiffs right to be free from discrimination based on sex. Plaintiffs are entitled to reasonable attorneys fees and costs of suit. NINTH CLAIM FOR RELIEF Sex-Based Discrimination in Wages in Violation of New Jersey Equal Pay Act N.J.S.A. 34:11-56.1 et seq. Plaintiffs incorporate by reference as if fully set forth herein allegations contained in paragraphs 1 through 166, above. New Jerseys Equal Pay Act makes it unlawful for an employer to discriminate in any way in the rate or method of payment of wages to any employee because of his or her sex. Defendants employed Plaintiffs and male employees in jobs as bill collectors, requiring substantially equal skill, effort, and responsibility. Plaintiffs and male employees performed their jobs under similar working conditions. Plaintiffs were paid a lower wage than the male employees doing substantially equal work. The differential in pay between male and female employees was not based on a reasonable factor or factors other than sex. Defendants caused, contributed to, or caused the continuation of wage discrimination based on sex, in violation of New Jersey state law. As a direct, legal and proximate result of the discrimination, Plaintiffs have sustained, and will continue to sustain, economic damages to be proven at trial. As a result of Defendants actions, Plaintiffs have suffered emotional distress, resulting in damages in an amount to be proven at trial. Plaintiff further seeks punitive damages and all other injunctive, declaratory, and monetary relief available for equal pay violations at trial, including liquidated damages, prejudgment interest, attorneys fees and costs, and other compensation pursuant to N.J.S.A. 34:11-56.1 et seq. TENTH CLAIM FOR RELIEF Reprisal in Violation of the New Jersey Law Against Discrimination N.J.S.A. 10:5-12 Plaintiffs incorporate by reference as if fully set forth herein the allegations contained in paragraphs 1 through 174, above. New Jerseys Law Against Discrimination makes it unlawful for an employer to take reprisals against any person because that person has opposed any practices or acts forbidden under this act or to coerce, intimidate, threaten, or interfere with any person in the exercise or enjoyment of, or on account of that person having aided or encouraged any other person in the exercise or enjoyment of, any right granted or protected in this act. Plaintiffs made informal and formal complaints to Defendants agents and employees opposing Defendants unlawful, discriminatory employment practices based on national origin and sex. Plaintiffs complaints were made reasonably and in good faith. As a result of Plaintiffs complaints, Defendants agents and employees took adverse actions against Plaintiffs, including, but not limited to, issuing disciplinary warnings, such as counseling and coaching forms; threats of termination; reprimands by supervisors; and instituting an English-only policy aimed specifically at Plaintiffs. As a direct, legal and proximate result of Defendants reprisals, Plaintiffs have sustained, and will continue to sustain, economic and emotional injuries, resulting in damages in an amount to be proven at trial. Plaintiffs are entitled to their reasonable attorneys fees and costs of suit. DECLARATORY RELIEF ALLEGATIONS A present and actual controversy exists between Plaintiffs and Defendants concerning their rights and respective duties. Plaintiffs contend that Defendants violated their rights under Title VII, the New Jersey Law Against Discrimination, the Equal Pay Act, and the New Jersey Equal Pay Act. Plaintiffs are informed and believe and thereon allege that the Defendants deny these allegations. Declaratory relief is therefore necessary and appropriate. Plaintiffs seek a judicial declaration of the rights and duties of the respective parties. INJUNCTIVE RELIEF ALLEGATIONS No plain, adequate, or complete remedy at law is available to Plaintiffs to redress the wrongs addressed herein. If this Court does not grant the injunctive relief sought herein, Plaintiffs will be irreparably harmed. PRAYER FOR RELIEF WHEREFORE, Plaintiffs pray for relief as follows: For a declaration that Defendants actions, policies, and practices as alleged herein are unlawful; For reinstatement; For lost wages and all other compensation denied or lost to Plaintiffs by reason of Defendants unlawful actions, in an amount to be proven at trial; For compensatory damages for Plaintiffs emotional pain and suffering, in an amount to be proven at trial; For punitive damages in an amount to be determined at trial; For liquidated damages; For interest on lost wages, compensation, and damages, including pre- and post-judgment interest and an upward adjustment for inflation; For an order enjoining Defendants from engaging in the unlawful acts complained of herein; For reasonable attorneys fees and costs of suit pursuant to 42 U.S.C. 2000e-5(k), New Jersey Revised Statutes 10:5-27.1, and other laws; and For such other and further relief as this Court deems just and proper. Dated:  DATE \@ "MMMM d, yyyy" June 9, 2017Respectfully submitted,Christopher Ho Marisa Daz Stacy Villalobos Legal Aid At Work David Lopez Menaka N. Fernando Amy Biegelsen OUTTEN & GOLDEN Glen D. Savits GREEN SAVITS, LLC By:GLEN D. SAVITS Attorneys for Plaintiffs  DEMAND FOR JURY TRIAL Plaintiffs demand a jury trial on all causes of action and claims to which they have a right to a jury trial. Dated: June 8, 2017Respectfully submitted, Christopher Ho Marisa Daz Stacy Villalobos Legal Aid At Work David Lopez Menaka N. Fernando Amy Biegelsen OUTTEN & GOLDEN Glen D. Savits GREEN SAVITS, LLC By:GLEN D. SAVITS     COMPLAINT FOR EMPLOYMENT DISCRIMINATION  PAGE \* MERGEFORMAT 27COMPLAINT FOR EMPLOYMENT DISCRIMINATION 58LM_bvw   S r s t ߲߲ߧymaUhh+6CJaJhhb,6CJaJh&hI26CJaJh&h86CJaJ *hhgCJaJh &hb,CJaJh &h[CJaJhh CJaJhh<1CJaJhhaB+CJaJhh4B6CJaJhh4BCJaJhhb,CJaJhh~+&CJaJhhgCJaJMw R s t   Zd$1$5$7$8$9DH$If]Zgdb,$ & Fd@&a$gddgd6v dgdgdgdb, d*$1$]gd4B d*$1$]gdq    " # ' : > ? 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