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Ramos v. Louisiana, 590 U.S. 83 (2020), is a U.S. Supreme Court decision in which the Court ruled that the Sixth Amendment to the U.S. Constitution requires that guilty verdicts be unanimous in criminal trials. See 590 U.S. 83 at 90 (2020) "Wherever we might look to determine what the term “trial by an impartial jury” meant at the time of ...
The Sixth Circuit Court of Appeals reversed the decision, concluding Title VII did include protection for transgender people, which Harris Funeral Homes petitioned the Supreme Court to review. About a month before the Supreme Court decision, Stephens died from health complications. Representation of her case continued through her estate.
In an 8–1 decision, [1] the Court held that denying equal access to the religious club violated the Equal Access Act, and that treating a religious club equally, including providing a sponsor like other clubs, would not constitute an endorsement of religion prohibited by the Establishment Clause of the First Amendment.
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.
Bostock v. Clayton County, 590 U.S. 644 (2020), is a landmark [1] United States Supreme Court civil rights decision in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because of sexuality or gender identity.
There's been lots of hoopla over the Wal-Mart v. Dukes class action case that the Supreme Court just decided. You may have heard how the decision was a serious blow to class action discrimination ...
The court thought this would create a "chilling effect" on free speech in general, as people sought to avoid the appearance of bigotry in fear that it may be used against them in court at a later time to enhance their potential penalty. The court distinguished their opinion on this matter from anti discrimination laws, which had already been ...
In employment discrimination cases where the only evidence of discrimination is indirect, courts evaluate the claim under the McDonnell Douglas burden-shifting framework. To have an actionable claim under Title VII, and other employment discrimination statutes, the plaintiff must make out a prima facie (on its face) case of discrimination. This ...