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Recordkeeping

Morgan Stanley > Gender Discrimination > Consent Decree > Recordkeeping

Section 18: Recordkeeping

49. Morgan Stanley shall comply with the applicable recordkeeping regulations set forth in 29 C.F.R. 1602 et seq. Where a charge of discrimination has been filed, or an action brought against Morgan Stanley under Title VII, involving IED, Morgan Stanley shall preserve all personnel records relevant to the charge or action until final disposition of the charge or the action. personal records relevant to a charge or actions include personnel or employment records relating to the complaining party and to all other employees holding positions or titles, within the same employment unit as the complaining party, similar to that held or sought by the complaining party. The date of final disposition of the charge or the action means the date of expiration of the statutory period within which the complaining party may bring an action in a court or, where an action is brought against an employer, the date on which such litigation is terminated.

50. At the end of one year from the entry of this Consent Decree and each year thereafter, Morgan Stanley shall submit to EEOC the following information:

• a. For each Managing Director position filled within IED by transfer from another division or outside hire, the employee profile (or resume, if external) of the new employee and the employee profiles of any other person considered for this position;
• b. For each Vice-President and Executive Director position filled within IED by transfer from another division or outside hire, the employee profile of the new employee;
• C. Non-privileged studies of Morgan Stanley's employment practices that identify the sex, employment status or other outcome for any promotion for Associates, Vice-Presidents, Executive Directors, and Managing Directors in IED, if any; and
• d. Sex, job, title, total annual compensation, and each component thereof for all employees at the levels of (1) Exempt Non-Officer eligible to be promoted to Vice-President (including but not limited to Associate and Professional); (2) Vice-President; (3) Executive Director, and (4) Managing Director in IED. To the extent feasible, the information should be provided in an electronic format acceptable to EEOC with file layout and coding instructions.

50. EEOC may monitor compliance with the Consent Decree by making reasonable requests for records that directly relate to allegations of discrimination occurring after the effective date of the decree. In making such requests, EEOC shall describe the nature of the alleged discrimination. If Morgan Stanley declines to produce on grounds of unreasonableness or unrelatedness, EEOC may seek relief from the Court.