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Vance v. Ball State University, 570 U.S. 421 (2013), is a U.S. Supreme Court case regarding who is a "supervisor" for the purposes of harassment lawsuits. The Supreme Court upheld the Seventh Circuit's decision in a 5–4 opinion written by Samuel Alito, rejecting the Equal Employment Opportunity Commission's interpretation of who counts as a supervisor. [1]
The 1991 Act was intended to strengthen the protections afforded by 2 different civil rights acts: the Civil Rights Act of 1866, better known by the number assigned to it in the codification of federal laws as Section 1981, and the employment-related provisions of the Civil Rights Act of 1964, generally referred to as Title VII.
Case history; Prior: White v. Burlington Northern & Santa Fe Railroad Co., 364 F.3d 789 (6th Cir. 2004). Holding; The anti-retaliation provision (42 U. S. C. §2000e–3(a)) under Title VII of the Civil Rights Act of 1964 does not confine the actions and harms it forbids to those that are related to employment or occur at the workplace.
The antecedents of the case were posed when Lilly Ledbetter, a production supervisor at a Goodyear tire plant in Alabama, filed an equal-pay lawsuit regarding pay discrimination under Title VII of the Civil Rights Act of 1964 with the Equal Employment Opportunity Commission, six months before her early retirement in 1998.
Following her termination, Crawford sued her former employer under Title VII, which protects employees who oppose unlawful employment actions from employment retaliation. The District Court concluded, and the Sixth Circuit Court affirmed, that Crawford was not protected by Title VII on two grounds. First, her statements to Frazier did not ...
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.
Oncale v. Sundowner Offshore Services, 523 U.S. 75 (1998), is a landmark decision of the US Supreme Court.The case arose out of a suit for sex discrimination by a male oil-rig worker, who claimed that he was repeatedly subjected to sexual harassment by his male co-workers with the acquiescence of his employer.
It was established under Title VII of the Civil Service Reform Act of 1978. The FLRA was adopted after President Jimmy Carter sought legislation to bring comprehensive reform to civil service system and regularize federal labor relations. [1]