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R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission, 590 U.S. ___ (2020), is a landmark [1] United States Supreme Court case which ruled that Title VII of the Civil Rights Act of 1964 protects transgender people from employment discrimination.
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.
General Electric Co. v. Gilbert, 429 U.S. 125 (1976), is a 1976 United States Supreme Court case authored by Chief Justice William Rehnquist concerning gender-based discrimination under Title VII of the Civil Rights Act of 1964. In a 6–3 decision, the Court held that pregnancy could reasonably be excluded from an employer's the disability ...
Bostock v. Clayton County –— a landmark United States Supreme Court case in 2020 in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because of their sexual orientation or gender identity; Civil Rights Act of 1866 [3] Civil Rights Act of 1871 [4] Civil Rights Act of 1957 [5]
Smith v. City of Jackson, 544 U.S. 228 (2005), was a case decided by the Supreme Court of the United States on March 30, 2005. It concerned the Age Discrimination in Employment Act of 1967 (ADEA) and the disparate impact theory. The Court held that although the theory of disparate impact set forth in Griggs v.
Held that an organization may sue in its own right if it has been directly injured, for example through a "drain on the organization's resources", and that so-called "testers", individuals who sought to determine if a company was in violation of the law, may have standing in their own right. [8] 9–0 [9] City of Los Angeles v. Lyons: 1983
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.
tech-employment sex and race discrimination: San Mateo County Superior Court: 2015 Huang v. Twitter: class action sex discrimination lawsuit: 2015 [1] J.E.B. v. Alabama ex rel. T.B. Intentional discrimination on the basis of sex by state actors in the use of peremptory strikes in jury selection: United States Supreme Court: 1994 Ledbetter v.