OPINION AND ORDER
I. INTRODUCTION
This mаtter is before the Court on the Plaintiffs’ Motion for Class Certification pur
The Plaintiffs, Rachel Reeb, Verna Brown, Glenna Mackey, and Jill Beabout, are all employees at BeCI in St. Clairsville, Ohio, who have brought a sex discrimination claim under Title VII, 42 U.S.C. § 2000e, against the Ohio Department of Rehabilitation and Correetions/Belmont Correctional Institute. On February 16, 2001, the Plaintiffs filed a Motion for Class Certification. On October 24, 2001, this Court granted the Plaintiffs’ Motion for Class Certification under Federal Rule of Civil Procedure 23(b)(2) but denied the Plaintiffs’ Motion for Class Certification under Federal Rule of Civil Procedure 23(b)(3). The Court defined the certified class as follows:
All those female employees of Defendant Belmont Correctional Institute, past or present, who are members of the OCSEA and who now work, or at any time during the five years preceding the commencement of this action, worked for the Defendant Belmont Correctional Institute.
Subsequently, the Sixth Circuit vacated this Court’s class certification ruling under Rule 23(b)(2) and remanded the case, with instructions for this Court to conduct a “rigorous analysis” as to whether the Plaintiffs have met all of the requirements of Federal Rules of Civil Procedure 23(a) and 23(b)(2). Pursuant to the following rigorous analysis, the Court GRANTS the Plaintiffs’ Motion for Class Certification under Rule 23(b)(2). The Court defines the (b)(2) class as follows:
All those female employees of Defendant Belmont Correctional Institute, past or present, who are members of the OCSEA and who now work, or at any time during the five years preceding the commencement of this action, worked for the Defendant Belmont Correctional Institute as corrections officers.
II. BACKGROUND
Belmont Correctional Institute (“BeCI”)
Plaintiffs Reeb and Brown are female corrections officers at BeCI who were hired in 1995, and are members of OCSEA. Plaintiff Mackey is also a corrections officer and member of OCSEA, but for some period of time beginning on May 18, 2000, she was placed in a Temporary Work Level as a Secretary. Plaintiff Beabout is also a member of OCSEA who began working for BeCI in 1995. On January 16, 2000, Ms. Beabout was promoted from corrections officer to the position of Records Officer on a permanent basis after holding that position at a Temporary Work Level.
The Plaintiffs allege that, for over five years, they have been treated differently, held to different standards, and given different duties as compared to similarly situated male corrections officers. The Plaintiffs further allege that they have been denied promotions and, as a result, seventeen out of the eighteen Captain and Lieutenant positions at BeCI are held by men. They assert that female corrections officers are denied leave and overtime, are given undesirable positions, are pulled off of their posts, and are replaced with male officers. Furthermore, they clаim that female corrections officers are written up for alleged infractions although male corrections officers are not written up for similar infractions. According to the Plaintiffs, women who have had intimate relations with the Warden or other supervisors have been treated better than other female employees.
Based on the foregoing allegations, the Plaintiffs filed a Complaint with this Cоurt on July 7, 2000. The Complaint sought relief under the Ohio Revised Code and Title VII from both BeCI and Warden Tate. On February 16, 2001, the Plaintiffs filed a Motion for Class Certification. On April 30, 2001, the Plaintiffs filed a notice of partial voluntary dismissal as to all of their state claims and as to their Title VII claim against Warden Tate. On September 13, 2001, the Court held a hearing on the Plaintiffs’ Motion for Class Certification. Pursuant to an Opinion and Order dated October 25, 2001, the Court granted certification of a Rule 23(b)(2) class but denied certification of a Rule 23(b)(3) class. Reeb v. Ohio Dep’t of Rehab. & Corr.,
The Sixth Circuit granted the Defendants permission to appeal the class certification decision. Pursuant to a November 19, 2003, unreported decision, the Court of Appeals vacated this Court’s class certification under Rule 23(b)(2) and remanded the case for further proceedings. Reeb v. Ohio Dep’t of Rehab. & Corr.,
III. ANALYSIS
A. Class Definition
In its November 19, 2003, decision, the Sixth Circuit raised two issues with respect to the class composition in this case. The Sixth Circuit noted that the exact scope of the class is unclear since this Court seemed to consider the class to consist of all female corrections officers, though the final definition, which referred to OCSEA members, literally includes members of all 11 OCSEA bargaining units rather than only the corrections officers. Reeb,
The Court of Appeals is correct that this Court equated female OCSEA members with female corrections officers. The class of OC-SEA members does appear to be broader than the class of corrections officers. A more precise class definition therefore would refer directly to corrections officers:
All those female employees of Defendant Belmont Correctional Institute, past or present, who are members of OCSEA and who now work, or at any time during the five years preceding the commencement of this action, worked for the Defendant Belmont Correctional Institute as corrections officers.
The Court now turns to a discussion of Morgan’s impact on this case. As a procedural prerequisite to bringing a civil suit under Title VII, an individual must file a charge of discrimination with the Equal Employment Opportunity Commission (“EEOC”) within 180 or 300 days after the alleged unlawful practice occurred. See 42 U.S.C. § 2000e-5(e)(l). Since Ohio is a deferral state, those allegedly discriminatory actions that occurred within 300 days prior to the filing of the charge are actionable. See
Prior to Morgan, the Sixth Circuit recognized two categories of continuing violations:
The first category arises where there is some evidence of present discriminatory activity giving rise to a claim of continuing violation such as where an employer continues to presently imposes [sic] disparate work assignments or gives unequal pay for equal work. The second category of continuing violatiоn arises where there has occurred a long-standing and demonstrable policy of discrimination. This requires a showing by a preponderance of the evidence that some form of intentional discrimination against the class of which plaintiff was a member was the company’s standing operating procedure.
Burzynski v. Cohen,
In Morgan, the Supreme Court limited the viability of the continuing violation doctrine. The Court reversed the Ninth Circuit’s holding that so long as one act in a “serial violation” falls within the charge filing period, discriminatory and retaliatory acts that are plausibly or sufficiently related to that act may also be considered in determining liability. The Morgan Court reasoned,
[Discrete discriminatory acts are not actionable if time barred, even when they are related to acts alleged in timely filed charges. Each discrete discriminatory act starts a new clock for filing charges alleging that act. The charge, therefore, must be filed within the 180-or 300-day time period after the discrete discriminatory act occurred.
Discrete acts [include] termination, failure to promote, denial of transfer, or refusal to hire....
Morgan,
The Court further held that, unlike a claim based on discrete discriminatory acts, a claim based on a hostile work environment “is composed of a series of separate acts that collectively constitute one ‘unlawful employment practice.’ ” Id. at 117,
The Sixth Circuit subsequently has recognized that, though Morgan curtailed the first category of continuing violations, it did not implicate the second category of continuing violations, involving long standing and demonstrable policies of discrimination. Sharpe v. Cureton,
In Sharpe, the court refused to find a second category continuing violation, noting that “the plaintiffs do not represent a class, and have otherwise failed to allege class-wide discriminatory action.” Sharpe,
Because the Plaintiffs are able to make out a second category continuing violation, Morgan does not impact this case.
B. Rule 23(a) Requirements
Federal Rule of Civil Procedure 23 provides as follows:
(a) Prerequisites to a Class Action. One or more members of a class may sue or be sued as representative parties on behalf of all only if (1) the class is so numerous that joinder of all members is impracticable, (2) there are questions of law or fact common to the class, (3) the claims or defenses of the representative parties are typical of the claims or defenses of the class, and (4) the representative parties will fairly and adequately protect the interests of the class.
Fed.R.Civ.P. 23(a). A district court has broad discretion in determining whether to certify a class, within the dictates of Rule 23. In re Am. Med. Sys., Inc.,
Before certifying a class, a court must engage in “rigorous analysis” of the plaintiffs ability to meet the requirements of Rule 23(a). Gen. Tel. Co. v. Falcon,
Although the plaintiff bears the burden of proof, the court must not inquire into the merits of the underlying claims of the class representative. Eisen v. Carlisle & Jacquelin,
1. Numerosity
Rule 23(a)(1) requires the purported class to be “so numerous that joinder of all members is impracticable.... ” Numerosity, although so named, imposes no specific numerical requirements upon the class. A threshold number of class members is not required, though numbers alone may be sufficient to satisfy numerosity if the numbers are great enough. Am. Med. Sys.,
As of the time of the class certification hearing, Defendant BeCI employed fifty-nine women as corrections officers. The ' Court may infer that the number of class members would be somewhat larger since the class definition includes all women who were so employed from July 1995 to the present. Although this number may seem small enough to make joinder practicable, courts have certified smaller classes when deemed appropriate under the circumstances. E.g., Lanning v. Southeastern Pa. Transp. Auth.,
Furthermore, judicial economy clearly is served if these women can bring their claims together in one action rather than individually, especially in light of the fact that an injunction prohibiting future discrimination,
The Defendant contends that joinder is practicable because the potential class members are readily identifiable from the Defendant’s records and are all probably located in a relatively small geographic area. Such factors, however, are not dispositive on the issue of numerosity. Sorensen v. CHT Corp., Nos. 03 C 1609, 03 C 7362,
2. Commonality
Rule 23(a)(2) mandates that “questions of law or fact common to the class” must exist. To meet the commonality requirement, there need be only a single legal or factual issue common to all mеmbers of the class. In re Am. Med. Sys., Inc.,
In its November 19, 2003, decision, the Sixth Circuit expressed an opinion that this case comes perilously close to the sort of “across-the-board” Title VII claim that was disallowed as a class action in General Telephone Co. v. Falcon,
Falcon stands for the proposition that one person who suffered from one discriminatory act may not, merely because he is a member of a protected group, bring a claim based on all discrimination suffered by all members of that group at the hands of his employer. The ease involved a Mexican-American employee who was denied a promotion while whites with less qualification and experience and lower evaluation scores were promoted more rapidly. The Court held that the plaintiff could not serve as class representative for a class of Mexican-American applicants for employment whom the employer did not hire. The Court explained as follows:
Conceptually, there is a wide gap between (a) an individual’s claim that he has been denied a promotion on discriminatory grounds, and his otherwise unsupported allegation that the company has a policy of discrimination, and (b) the existence of a class of persons who have suffered the same injury as that individual, such that the individual’s claim and the class claims will share common questions of law or fact and that the individual’s claim will be typical of the class claims.
Falcon at 157,
The complaint contained no factual allegations regarding the employer’s hiring practices. Furthermore, there were no common questions of law or fact between the two claims: the plaintiffs individual claim was based on a “disparate treatment” theory and involved evaluation of the comparative qualifications of the applicants to the promotion as well as the credibility of those who made the promotion decision, while the class claim was based on an “adverse impact” theory and involved analysis of statistics concerning the defendant’s hiring patterns. Chief Justice Burger, writing separately, noted that “the bare fact that a plaintiff alleges racial or ethnic discrimination is not enough to justify class certification” and stated that “the only commonality is that respondent is a Mexi-ean-American and he seeks to represent a class of Mexican-Americans.” Falcon,
This case is readily distinguishable from Falcon. Falcon involved one plaintiff who had been subjected to one form of discrimination, yet he sought to represent a class — of which he was not a part — that had been subjected to a completely different form of discrimination. See Staton v. Boeing Co.,
Here, the Plaintiffs challenge specific discriminatory employment practices that have affected them as well as other members of the class.
This case is similar to Adair v. England,
Similarly, in Communities for Equity v. Michigan High School Athletic Ass’n,
Here, the Plaintiffs have not alleged unrelated, individualized discriminatory occurrences. Rather, they have presented evidence of an underlying policy or practice of discrimination that has been manifested in numerous ways. As in Communities for Equity, the sheer variety of the forms that this discrimination has taken is persuasive evidence that an overarching discriminatory policy exists. According to the Plaintiffs’ allegations, all female corrections officers at BeCI have been victims of this policy. The Plaintiffs thus have not attempted the same conceptual leap as in Falcon. See, e.g., Gonzalez v. Brady,
The fact that there are factual differences among the claims of the putative class members does not defeat certification. In re Prudential Ins. Co. Sales Practices Litig.,
The situation here is no different. The central legal issue of this case is whether, as the Plaintiffs allege, the Defendant has engaged in a general pattern or practice of discrimination against women that violates Title VII. Individualized issues will arise in order to establish how each class member has been harmed by the Defendant’s discriminatory policy. Plaintiff has sufficiently alleged, however, see supra, note 6, that each class member has been affected by an overarching policy that has merely manifested itself in various ways. See Hanlon v. Chrysler Corp.,
3. Typicality
A named plaintiffs claim is considered to be typical “if it arises from the same
The Sixth Circuit, in its November 19, 2003, decision, expressed concern that, absent information on the precise nature of each of the named Plaintiffs’ individual discrimination claims, this Court would have no basis upon which adequately to determine whether the named Plaintiffs are proper representatives. Rule 23(a)(3)’s typicality requirement, however, is satisfied as long as each class member’s claim аrises from the same course of events. Robidoux v. Celani,
Such facts were present in In re Prudential Insurance Co. Sales Practices Litigation,
The various forms which their injuries may take do not negate a finding of typicality, provided the cause of those injuries is some common wrong____In this instance, the alleged common scheme provides an appropriate basis for a finding of typicality. Since all members of the class would need to demonstrate the existence of this scheme, their interests are sufficiently aligned that the class representatives can be expected to adequately pursue the interests of;the absentee class members.
Id. at 312.
Here, the overriding theme of the Plaintiffs’ allegations is the existence of an overarching policy of discrimination against female corrections officers. Since all members of the class would need to demonstrate that this policy of discrimination both exists and violates Title VII, the interests of the named Plaintiffs are sufficiently aligned with the interests of other class members that the named Plaintiffs may be expected adequately to pursue the interests of the absent class members. Since the cause of all of the Plaintiffs’ injuries is a common wrong, a finding of typicality is not precluded by the various forms that different class members’ injuries might take.
By narrowing the class from what was requested by the Plaintiffs, this Court already has minimized many of the typicality issues that might have been problematic for this case. By limiting the class to OCSEA members, any problems that may have arisen because of differences between the named Plaintiffs and other class members in regard to promotion practices, leave and overtime policies, work levels, or disciplinary measures have been eliminated. By further limiting the class to corrections officers, the Court has minimized, if not eliminated, any potential intra-class conflicts between management employees and staff employees, as well as between employees performing different jobs. Because the proofs that are required for the individual claims of the named Plaintiffs to prevail are those necеssary for the putative class to prevail, the named Plaintiffs satisfy the typicality requirement.
4. Adequacy of Representation
The Sixth Circuit has outlined two criteria to consider in determining whether representation of the class would be adequate: “1) [t]he representative must have common interests with unnamed members of the class, and 2) it must appear that the representatives will vigorously prosecute the interest of the class through qualified counsel.” Senter v. Gen. Motors Corp.,
In this ease, the unnamed class members’ interests are virtually identical to those of the named class representatives.
C. Rule 23(b)(2) Analysis
In order to certify a class under Rule 23(b)(2), the court, after determining that the four prerequisites of Rule 23(a) have been fulfilled, must consider whether “the
This Court, in its Opinion and Order dated October 24, 2001, certified a class under Rule 23(b)(2), finding that the Plaintiffs sought declaratory and injunctive relief in their Complaint, that the primary goal of their claim is to ensure that the Defendant treats all of its female corrections officers the same as its male corrections officers, and that the equitable relief sought predominates in this action. Reeb v. Ohio Dep’t of Rehab. & Corr.,
The Sixth Circuit, in its November 19, 2003, decision, declined to rule on whether Allison states an appropriate standard. Reeb v. Ohio Dep’t of Rehab. & Corr.,
This Court sees no reason to abandon its earlier analysis or holding with regard to certification of a Rule 23(b)(2) class. The Sixth Circuit still has not squarely addressed Allison. In Coleman, the court held that compensatory damages under the Equal Credit Opportunity Act, 15 U.S.C. §§ 1691— 1691f (the “ECOA”) are not recoverable by a 23(b)(2) class. Coleman,
To the extent that the dicta in Coleman might be seen to suggest that the class here not be certified, this Court finds the case sub judice distinguishable and notes that sufficient remedies exist to correct any problems that might arise at a later point in the litigation. In holding that monetary damages predominated over the injunctive relief requested, the Coleman court relied in part on the general purposes underlying class actions, which cause class treatment of claims to be most appropriate where it is not “economically feasible” for individuals to pursue their own claims. Id. at 448 — 49 (quoting Deposit Guar. Nat’l Bank v. Roper,
Here, however, any BeCI female corrections officer seeking to recover for gender based discrimination in an individual suit would have to face the very real possibility of retaliation. The Plaintiffs’ Complaint alleges retaliation based on complaints and grievances already filed and, for purposes of class certification, the Court is required to accept, such allegations as true. Shelter Realty Corp. v. Allied Maint. Corp.,
This case also is distinguishable from Coleman in light of the distinctions that Coleman draws between the highly individualized determinations of damages necessary there and determinations of individualized back pay. In explaining why back pay is a permissible remedy for a Rule 23(b)(2) class and compensatory damages under the ECOA are not, the Coleman court found (1) that back pay is qualitatively different from compensatory damages because calculation of back pay generally involves less complicated factual determinations and fewer individualized issues; and (2) that because back pay is an equitable remedy, it does not implicate the issues of procedural fairness and constitutionality raised by compensatory damages. Coleman at 449-50. It is true that back pay ordinarily is considered an equitable remedy. But see Setser v. Novack Inv. Co.,
In a pattern or practice discrimination claim such as the Plaintiffs have brought, class litigation will create an appreciable measure of judicial economy even if the remedial stage is ultimately resolved on a non-class basis. Robinson v. Metro-North Commuter R.R.,
[Certification of a claim for non-incidental damages under Rule 23(b)(2) poses a due process risk because this provision does not expressly afford the procedural protections of notice and opt out____But,*482 any due process risk posed by (b)(2) class certification of a claim for non-incidental damages can be eliminated by the district court simply affording notice and opt out rights to absent class members for those portions of the proceedings where the presumption of class cohesion falters — i.e., the damages phase of the proceedings. A district court acting under its Rule 23(d)(2) discretiоnary power may require that an opt-out right and notice thereof be given should it believe that such a right is desirable to protect the interests of the absent class members.
Robinson,
Thus, based on Robinson and its rationale, as well as for the reasons stated in this Court’s October 24, 2001, Opinion and Order, the Court finds that the Plaintiffs have met the requirements to certify a class pursuant to Federal Rule of Civil Procedure 23(b)(2). The Plaintiffs sought injunctive relief in their Complaint.
IV. CONCLUSION
For the foregoing reasons, the Court GRANTS Plaintiffs’ Motion for Class Certification under Rule 23(b)(2). The (b)(2) class certified is defined as follows:
All those female employees of Defendant Belmont Correctional Institute, past or present, who are members of the OCSEA and who now work, or аt any time during the five years preceding the commencement of this action, worked for the Defendant Belmont Correctional Institute as corrections officers.
IT IS SO ORDERED.
Notes
. The following facts are taken in large part from this Court's October 24, 2001, Opinion and Order.
. BeCI is the only Defendant that remains in this action because the Plaintiffs have voluntarily dismissed Warden Tate as a defendant. Furthermore, the only claim that remains against BeCI is the Title VII claim because the Plaintiffs have voluntarily dismissed all state law claims raised in the Complaint.
. Even if the Plaintiffs had not sufficiently alleged a second category continuing violation, their claims are sufficiently similar to a hostile work environment claim that they would fall within what remains of a first category continuing violation. What was struck down in Morgan was the practice of using recent, discrete discriminatory acts to put before the court evidence of older, allegedly related, discrete discriminatory events. For example, a plaintiff who was denied a promotion, then one year later denied a transfer, then one year later terminated, may only rеcover based on the termination. In Morgan, the Court contrasted such a situation with the situation posed with regard to a hostile work environment claim. The operative question is when the "unlawful employment practice” at issue may be said to have "occurred.” Morgan at 110,
. The Defendant's attempt to defeat numerosity by claiming that the proposed class must be broken down into subsets of the various types of alleged disparate treatment must fail. All of the alleged discriminatoiy practices are based on the same theory of disparate treatment of female employees at BeCI, whether it be in promotions, overtime, posts, or discipline. The Defendant has cited no authority for the proposition that numerosity must be considered in terms of such subsets. Furthermore, since it is the overarching policy of discrimination of which the Plaintiffs primarily complain, rather than specific discriminatory instances per se, to consider the Plaintiffs’ claims in terms of these subsets would be illogical.
. In footnote 15, the Court provided two examples of the sort of cases in which one class representative could represent such disparate classes as both employees and applicants:
If petitioner used a biased testing procedure to evaluate both applicants for employment and incumbent employees, a class action on behalf of every applicant or employee who might have been prejudiced by the test clearly would satisfy the commonality and typicality requirements of Rule 23(a). Significant proof that an employer operated under a general policy of discrimination conceivably could justify a class of both applicants and employees if the discrimination manifested itself in hiring and promotion practices in the same general fashion, such as through entirely subjective decision-making processes. In this regard, it is noteworthy that Title VII prohibits discriminatory employment practices, not an abstract policy of discrimination. The mere fact that an aggrieved private plaintiff is a member of an identifiable class of persons of the same race or national origin is insufficient to establish his standing to litigate on their behalf all possible claims of discrimination against a common employer.
Falcon at 159 n. 15,
. The Plaintiffs allege that female corrections officers, including themselves, (1) have been treated differently, held to a different standard, and given different duties than similarly situated male corrections officers; (2) are frequently required to perform undesirable duties while similarly situated male corrections, officers are not assigned to those duties; (3) are routinely removed from their posts and replaced with male officers because 'they are not viewed as capable of handling difficult situations that might arise; (4) are routinely denied leave and/or overtime, while similarly situated males are granted leave and/or overtime despite less valid excuses; (5) are routinely written up for alleged rule violations while similarly situated males are not disciplined for the same or more serious infractions; (6) have been denied training for various reasons while similarly situated male corrections officers have not been denied such training; (7) are treated less favorably than other female corrections officers who claim to have had sexual relations with the warden or other supervisors; (8) are not promoted while less qualified male corrections officers are promoted due to their social activities with and gifts to the warden; (9) have been retaliated against after filing grievаnces or complaints regarding the discriminatory treatment; (10) are subjected to harassment, intimidation and threats from male inmates that the male corrections officers condone; (11) have been denied promotions in favor of less qualified, similarly situated male corrections officers; and (12) are prevented from even applying for promotions based on the routine use of temporary positions to preempt the usual requirements of a selection process for promotion positions.
. As noted in Falcon, the commonality and typicality requirements of Rule 23(a) tend to merge. Falcon,
. The Defendant argues that a separate class representative is necessary for each particular discriminatory practice that is alleged. Such specificity, however, is not necessary. Staton v. Boeing Co.,
. The Court notes that some members of the putative clаss, unlike the named Plaintiffs, applied for promotions for which they were rejected allegedly because of their sex. This does not defeat the named Plaintiffs’ ability to represent the class, however, because the Plaintiffs’ claims regarding discriminatory promotions allege not only that the Defendant's discriminatory practices resulted in women being rejected for promotions, but also that they prevented female employees like themselves from finding out about and applying for promotions in the first place. See Wanger v. G.A. Gray Co.,
. Although their prayer for relief merely includes requests for $5 million in damages, attorney’s fees, and ”[t]hat the rights of class members to the relief sought herein be adjudicated and declared,” the Plaintiffs, in paragraph 3 of their Complaint, explicitly seek not only damages and attorney’s fees but also "injunctive and declaratory relief.”