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Writing for a unanimous California Supreme Court, Chief Justice Cantil-Sakauye affirmed the Court of Appeal’s order regarding class certification. [4] In so holding, the Court first found that the “suffer or permit to work” standard was the appropriate one for determining whether particular workers are employees within the definition of ...
Certification of a question of law to the United States Supreme Court is another way, in addition to the writ of certiorari, direct appeal, and original jurisdiction, by which cases can be brought to the docket of the Supreme Court. It is a very infrequent procedure, and has happened only five times over the past six decades.
Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the disparate impact theory, and was decided on March 8, 1971. [1]
The court also hears questions submitted to it by appeals courts themselves via a process known as certification. [188] The Supreme Court relies on the record assembled by lower courts for the facts of a case and deals solely with the question of how the law applies to the facts presented.
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 ...
On June 1, 2015, the Supreme Court ruled 8–1 in favor of Elauf. In an opinion by Associate Justice Antonin Scalia, the Court held that Elauf did not have to explicitly request an accommodation to obtain protection from Title VII of the Civil Rights Act of 1964, which prohibits religious discrimination in hiring. [1]
The district court ruled to dismiss the case on the basis that federal employees had absolute immunity for actions they perform in the course of their official duties. The Eleventh Circuit reversed this decision, and the Supreme Court unanimously upheld the Eleventh's reversal. In the Supreme Court's opinion, the assertion of absolute immunity ...
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.