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McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973), is a US employment law case by the United States Supreme Court regarding the burdens and nature of proof in proving a Title VII case and the order in which plaintiffs and defendants present proof. It was the seminal case in the McDonnell Douglas burden-shifting framework.
Reeves v CH Robinson Worldwide, Inc, 5 No. 07-10270 (11th Cir. January 20, 2010) is a US labor law case under Title VII of the Civil Rights Act of 1964 heard before the United States Court of Appeals for the Eleventh Circuit which ruled that a hostile work environment can be created in a workplace where sexually explicit language and pornography are present.
[8] Discrimination complaints can be based on hiring, firing, promotions, harassment, training, wages, and/or benefits, [9] and responsibility covers: [10] Title VII of the Civil Rights Act of 1964; Sections 102 and 103 of the Civil Rights Act of 1991; Pregnancy Discrimination Act; Equal Pay Act of 1963; Title I of the Americans with ...
A Denver police sergeant has filed a Title VII complaint alleging she was punished and retaliated against for raising concerns about gender and race discrimination within the Denver PD.
This is in violation of Title VII and the Equal Pay Act. [ 6 ] [ 7 ] In April 2016, Carli Lloyd published an essay in the New York Times entitled "Why I'm Fighting for Equal Pay," which emphasized that the U.S. women's team generates more revenue for the U.S. Soccer Federation, but that the Federation was still unwilling to pay the women ...
Phillips v. Martin Marietta Corp., 400 U.S. 542 (1971), was a United States Supreme Court landmark case in which the Court held that under Title VII of the Civil Rights Act of 1964, an employer may not, in the absence of business necessity, refuse to hire women with pre-school-age children while hiring men with such children.
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.
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.