Who is a Class Member
Class members of the Forest Laboratories Gender & Pregnancy Discrimination Settlement include “all female sales force employees who are or were employed by Forest Laboratories, Inc., Forest Pharmaceuticals, Inc., or any of their affiliates, parents, predecessors, or successors, and assigned to a legacy-Forest position of Sales Representative, Specialty Representative, Hospital Representative, Institutional Representative and/or Regional Sales Trainer in the United States for at least one day between February 6, 2010 and April 3, 2017.”
If you don’t qualify for this settlement, check out our database of other class action settlementsyou may be eligible for.
Class Members will receive a proportionate share of the Net Settlement Fund based on the number of weeks worked between February 6, 2010 and February 1, 2018. The exact number of workweeks have been provided on your individual settlement notice and are according to Forest’s records.
If you feel these records are incorrect or did not receive a settlement notice and believe you should be included, please contact the settlement administrator.
Proof of Purchase
Forest Laboratories Gender & Pregnancy Discrimination Settlement Notes
- Megan Barrett et al. v. Forest Laboratories Inc. and Forest Pharmaceuticals Inc.
- Case No. 1:12-cv-05224-RA
- Pending in the U.S. District Court for the Southern District of New York
Eleven named plaintiffs alleged that Forest Laboratories engaged in a systematic, company-wide discriminatory treatment of female employees because of their gender, because they took maternity leave, and because they became pregnant, or served as caregivers.
According to the gender and pregnancy discrimination class action lawsuit, one named plaintiff, Megan Barrett, was hired by Forest in January 2004 as a Territory Representative. She says she was wrongfully terminated on April 26, 2011. Specifically, Barrett says that prior to her return from her first maternity leave, she has received numerous awards for her sales performance. However, after returning, she faced discrimination by not advancing to a management position, her compensation was less than her male counterparts, and her performance evaluations were lowered without reason.
This alleged discrimination escalated after her third maternity leave when her manager, having already lowered her performance and annual review scores, took disciplinary action against her, saying she exhibited inappropriate behavior and attitude during sales calls. She was also placed on probation. Nevertheless, even while on probation, Barrett continued to achieve her sales goals, advance in the rankings, and receive praise from her customers. Still, Barrett was terminated in 2011, with the company saying she failed to improve in the target areas of her probation.
Barrett is not alone in her allegations. At least 10 other women alleged similar gender and pregnancy discrimination claims against Forest. The full complaint and account of each plaintiff can be read here.
Forest denies all of the allegations in the case.
Class members who wish to opt out or object to the terms of the Forest Laboratories Gender & Pregnancy Discrimination Settlement must do so by April 16, 2018. Class members who wish to receive benefits under the settlement do not need to do anything. If the settlement is granted final approval, check payments will automatically be sent.
- 4/16/18: Objection or Exclusion Deadline
- 5/2/18: Final Hearing at 9:00 am ET* (class members do not need to attend this hearing in order to receive a slice of the settlement pie).
*Settlement Class Members who wish to speak at the hearing should can contact Class Counsel at 646-402-5604 or email@example.com to confirm that the date or time of the Hearing has not been changed.
- Mail: Barrett v. Forest Settlement, c/o RG/2 Claims Administration LLC, P.O. Box 59479 Philadelphia, PA 19102-9479
- Phone: 866-742-4955
- Email: firstname.lastname@example.org