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Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), is an employment discrimination decision of the Supreme Court of the United States. [1] The result was that employers could not be sued under Title VII of the Civil Rights Act of 1964 over race or gender pay discrimination if the claims were based on decisions made by the employer 180 days or more before the claim.
The Court pointed out that guidelines issued by the EEOC specified that sexual harassment leading to noneconomic injury was a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. The Court recognized that the plaintiff, Mechelle Vinson, could establish violations of the Act "by proving that discrimination based on ...
Wal-Mart v. Dukes, 564 U.S. 338 (2011), was a United States Supreme Court case in which the Court ruled that a group of roughly 1.5 million women could not be certified as a valid class of plaintiffs in a class-action lawsuit for employment discrimination against Walmart. Lead plaintiff Betty Dukes, a Walmart employee, and others alleged gender ...
By a unanimous 8-0 decision, the Supreme Court ruled that anti-discrimination laws forbid employers from firing a complaining employee's fiance. In the case of Thompson v. North American Stainless ...
Bostock v. Clayton County –— a landmark United States Supreme Court case in 2020 in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because of their sexual orientation or gender identity; Civil Rights Act of 1866 [3] Civil Rights Act of 1871 [4] Civil Rights Act of 1957 [5]
By Jonathan Stempel and Lawrence Hurley The U.S. Supreme Court on Monday made it harder for workers to sue their employers over alleged harassment in the workplace, ruling against a catering ...
The order was part of a long history of the federal government using contracting rules to try to root out discrimination. Signed a year after the Civil Rights Act was passed, it explicitly ...
Ricci v. DeStefano, 557 U.S. 557 (2009), is a United States labor law case of the United States Supreme Court on unlawful discrimination through disparate impact under the Civil Rights Act of 1964.