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The EEOC argued that it possesses a broad Congressional mandate to investigate and remedy employment discrimination on the basis of race, color, religion, sex, or national origin, and that any infringement of the University's First Amendment rights is permissible because of the substantial relation between the EEOC's request and the overriding ...
The lawsuit González v.Abercrombie & Fitch Stores, Inc., No. 3:03-cv-02817, filed in June 2003, alleged that the nationwide retailer Abercrombie & Fitch "violated Title VII of the Civil Rights Act of 1964 by maintaining recruiting and hiring practice that excluded minorities and women and adopting a restrictive marketing image, and other policies, which limited minority and female employment."
conversion, unjust enrichment, restitution, the right to an accounting, human rights violations and violations of international law: U.S. Court of Appeals for the Ninth Circuit: In re American Realty Capital Properties, Inc. Litigation: violations of Section 11 of the Securities Act of 1933: U.S. District Court for the Southern District of New York
employers may enforce waivers of age discrimination claims made without EEOC or court approval if the waiver is "knowing or voluntary"; [16] valid arbitration agreements between employers and employees covering the dispute are subject to compulsory arbitration and no court action can be brought; [ 17 ]
The specific alleged rights violations weren’t shared in the resolution. The Ledger-Enquirer has requested that information from the city attorney’s office and the EEOC’s regional office in ...
[11] [17] The EEOC may ask the employer for additional information such as witness interviews, an on-site interview, or personnel files and policies. An investigator will determine whether or not there is reasonable cause to determine whether or not discrimination has occurred. [18] In FY 2020, the EEOC found 17.4% of charged cases to have ...
DFEH said that the settlement would remove the employees from protection of California's law which is outside of the jurisdiction of the EEOC, and that provisions of the settlement would allow destruction of evidence needed for its case. [43] EEOC asserted that due to a portion of DFEH's legal team having previously worked on EEOC's own case ...
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.