A U.S. Supreme Court ruling last week will slow down an area of employment litigation that has been on the rise for years — claims that an employer retaliated against a worker for complaining about discrimination.
Workers who allege that their employer retaliated against them must meet a higher burden than merely showing that the desire to retaliate was one motivating factor, the U.S. Supreme Court has ruled in a 5-4 decision that vacates a $3.4 million jury verdict.
WASHINGTON – The U.S. Equal Employment Opportunity Commission’s lawsuits against two companies alleging unlawful and discriminatory use of criminal background checks in their hiring policies should serve as a reminder to employers to tread carefully.
WASHINGTON – The justices of the U.S. Supreme Court seemed to have mixed feelings about allowing an employee asserting a Title VII-based retaliation claim to prove that his complaint of discrimination was one motivating factor for the employer’s adverse action rather than the but-for cause.
Unconscious biases and perceptions pose significant obstacles for African-Americans seeking jobs and advancement in the federal sector, according to a new report from the Equal Employment Opportunity Commission.
A hostile environment plaintiff was not required to show the “permanence” of underlying acts of discrimination in order to proceed under a continuing violation theory, the 3rd Circuit has ruled in reversing a summary judgment.
A federal employee seeking judicial review of a Merit Systems Protection Board decision dismissing an employment related “mixed-case” appeal must go to district court, not the Federal Circuit, the U.S. Supreme Court has unanimously ruled.
An employment discrimination plaintiff was bound by the terms of an oral settlement offer made by his attorney during the course of mediation, the 5th Circuit has ruled in affirming judgment.
WASHINGTON – The justices of the U.S. Supreme Court took up the case of Vance v. Ball State University to decide when a harasser is a “supervisor” such that the employer can be held vicariously liable under Title VII.