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Nevada Department of Human Resources v. Hibbs, 538 U.S. 721 (2003), was a United States Supreme Court case which held that the Family and Medical Leave Act of 1993 was "narrowly targeted" at "sex-based overgeneralization" and was thus a "valid exercise of [congressional] power under Section 5 of the Fourteenth Amendment."
The Family and Medical Leave Act of 1993 (FMLA) is a United States labor law requiring covered employers to provide employees with job-protected, unpaid leave for qualified medical and family reasons. [1] The FMLA was a major part of President Bill Clinton's first-term domestic
Found a lack of standing to challenge a law banning contraceptives as it had never been enforced, and that the controversy was not yet ripe. The same law was successfully challenged four years later in Griswold v. Connecticut. 5–4 Baker v. Carr: 1962
Spokeo, Inc. v. Robins, 578 U.S. 330 (2016), was a United States Supreme Court case in which the Court vacated and remanded a ruling by United States Court of Appeals for the Ninth Circuit on the basis that the Ninth Circuit had not properly determined whether the plaintiff has suffered an "injury-in-fact" when analyzing whether he had standing to bring his case in federal court. [1]
Controversy regarding statements required of university faculty. online; Stephenson, Jacqueline H. et al eds. Diversity, Equality, and Inclusion in Caribbean Organisations and Society: An Exploration of Work, Employment, Education, and the Law (Springer International, 2020) Tatli, Ahu.
California Department of Fair Employment and Housing v. Activision Blizzard is a current lawsuit filed by the California Department of Fair Employment and Housing (DFEH), now the Civil Rights Department (CRD) against video game developer Activision Blizzard in July 2021.
Athletic apparel company, Lululemon, is facing backlash after founder and former CEO, Chip Wilson's recent comments that "certain customers" should be discouraged from shopping at its stores.
Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave. This law, however, does not guarantee paid time off; the FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid leave, such as vacation or sick ...