Emerging out of our successful case against Ford Motor Company, Robinson v. Ford, M&S represented a group of plaintiffs who worked for Ford at Visteon facilities. The settlement in the earlier case against Ford specifically excluded Ford employees who worked at Visteon facilities from the defined class. As such this additional case was pursued to address the same discriminatory policies and practices in the selection of apprentices that the earlier settlement corrected in the rest of the company. The settlement reached in the previous case provided programmatic relief correcting the discriminatory policies alleged and providing financial redress for those who had suffered as a result of them.
The settlement reached in this case built upon the settlement of Robinson v. Ford. Ford was made to stop relying on the ATSS test for evaluation of an applicant’s qualification for an apprenticeship at a Visteon facility, replacing it with the test developed by the industrial psychologist as a result of the Robinson settlement. Ford also agreed to place 55 of the members of this class onto the list of eligible apprenticeship candidates.
Through the settlement Ford agreed to provide $2,400 to each class member who submits a valid claim, as evaluated by the claims administrator.