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Hopwood v. Texas, 78 F.3d 932 (5th Cir. 1996), [1] was the first successful legal challenge to a university's affirmative action policy in student admissions since Regents of the University of California v.
The Court held that while Title VII applies a mixed motive discrimination framework to claims of discrimination on the basis of race, color, religion, sex, or national origin (see 42 U.S.C. § 2000e-2), that framework did not apply to claims of retaliation under 42 U.S.C. § 2000e-3. The Court reasoned that based on its decision in Gross v.
While some localities in Texas have ordinances that provide a variety of legal protections and benefits to LGBTQ people, Texas has had no statewide law banning anti-LGBT discrimination. The federal protections against employment discrimination based on sexual orientation or gender identity, established in 2020 by several landmark cases , apply ...
The Civil Rights Act of 1964 was the next major development in anti-discrimination law in the US, though prior civil rights legislation (such as the Civil Rights Act of 1957) addressed some forms of discrimination, the Civil Rights Act of 1964 was much broader, providing protections for race, colour, religion, sex, or national origin in the ...
Malby Law (1895) [9] Ives-Quinn Act; Marriage Equality Act (2011) Dignity for All Students Act (2010) New York Human Rights Law (1945) Gender Expression Non-Discrimination Act (2019) Sexual Orientation Non-Discrimination Act (2002) CROWN Act (2019) 2024 New York Proposal 1; Oregon Oregon Constitution, Article I, §46 (2014) CROWN Act (2021 ...
Bostock v. Clayton County, 590 U.S. 644 (2020), is a landmark [1] United States Supreme Court civil rights decision in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination on the basis of sexual orientation or gender identity.
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.
Their 2–1 decision issued on June 8, 2000, ruled the Texas law was unconstitutional. Justice John S. Anderson and Chief Justice Paul Murphy found that the law violated the 1972 Equal Rights Amendment to the Texas Constitution, which bars discrimination based on sex, race, color, creed, or national origin. J. Harvey Hudson dissented. [34]