Bowlero, the public company that reimagined bowling, faces dozens of discrimination claims that the feds want to settle for $60 million

and transformed it from a "dingy" hole in the wall to an "upmarket experience" with elevated food and drink offerings, sleek renovations and world-class customer service, the company has said.in tired bowling alleys across America and building an empire that embodied his vision of cool.

Between 2013 and 2015, at least 287 managers from 351 bowling centers were fired, according to employment data filed to the EEOC compiled by Dowe from former employees. "It was well-known within the company that motherhood is the end of your career at the company if you work for Shannon," said the employee. "Pregnancy was totally against Shannon's practices of having attractive, sexually appealing persons at the forefront of his company, regardless of merit and competence."

Three days later, the company filed another amended S-4 and disclosed the scope of the EEOC's probe. Bowlero reiterated in the edited filing that it did not expect the probe to have a "material effect" on its financial health. "The Company believed in 2021 and continues to believe that the EEOC claims at issue are without merit, is defending the claims aggressively and is confident that it will prevail," the company's lawyers said.

In December, the EEOC made 42 more reasonable cause determinations after the stock sale plan was enacted. Bowlero did not disclose the update until it filed a quarterly report on Feb. 15.The company's lawyers said that although "disclosure of the additional [reasonable] cause filings may not have been required, [Bowlero] elected to do so in its quarterly filings—precisely as is contemplated by the securities laws.

In a December 2020 white paper, Joshua Mitts, a law professor at Columbia University and one of the leading experts on securities laws and 10b5-1 plans, found that public companies disproportionately disclose positive news on days when executives sell shares under predetermined 10b5-1 plans.

On the other hand, it can be very "advantageous" for discrimination victims if the EEOC decides to prosecute their case and it could result in higher settlements, said Levy, the employment law attorney who has worked on EEOC claims.

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