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During the debate on the initial version of Title VII in 1964, Cotton in particular had proposed increasing the threshold to 100 employees). [7] Despite support for the eight-employee threshold from other senators such as Jacob Javits (R-NY), the Senate amended the threshold to fifteen, and the House subsequently agreed in conference. [8]
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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.
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To have an actionable claim under Title VII, and other employment discrimination statutes, the plaintiff must make out a prima facie (on its face) case of discrimination. This requires a plaintiff to show "(1) she is a member of a protected group; (2) she was subjected to an adverse employment decision; (3) she was qualified for the position ...
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.
Oncale v. Sundowner Offshore Services, 523 U.S. 75 (1998), is a landmark decision of the US Supreme Court.The case arose out of a suit for sex discrimination by a male oil-rig worker, who claimed that he was repeatedly subjected to sexual harassment by his male co-workers with the acquiescence of his employer.
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.