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National Federation of the Blind v. Target Corporation, 452 F. Supp. 2d 946 (N.D. Cal. 2006), was a class action lawsuit in the United States that was filed on February 7, 2006, in the Superior Court of California for the County of Alameda, and subsequently moved to federal court (the district court for the northern district of California). [1]
One of the plaintiffs in this case, Kennedy, filed with the EEOC a Form 283 “Intake Questionnaire” and a signed affidavit more than 60 days before filing suit. The EEOC, however, did not take the usual steps after a filing to process it as a charge. FedEx argued that Kennedy failed to file a charge with the EEOC as required by the ADEA.
In 2008, disability-based charges handled by the EEOC rose to a record 19,543, up 10.2 percent from the prior year and the highest level since 1995. [27] That may again be showing that because the EEOC has not adjusted many of their initial 1991 fines for inflation, the backlog of EEOC cases illustrates erosion of deterrence.
Microsoft to pay $14.4-million settlement after California accused it of retaliation and discrimination against workers who take parental or disability leave.
Social Security regulation on determining disability for children: Supreme Court of the United States: 1990 Swift v. Zynga: misleading advertising: United States District Court for the Northern District of California: TNA Entertainment, LLC v. Wittenstein and World Wrestling Entertainment, Inc. use of secret contact information to steal talent ...
Hosanna-Tabor Evangelical Lutheran Church and School v. Equal Employment Opportunity Commission, 565 U.S. 171 (2012), was a United States Supreme Court case in which the Court unanimously ruled that federal discrimination laws do not apply to religious organizations' selection of religious leaders.
US Airways, Inc. v. Barnett, (2002), was a case in the United States Supreme Court that dealt with issues related to the Americans with Disabilities Act of 1990 (ADA) and reasonable accommodations in the workplace.
The EEOC has used past case law and its evaluation of discrimination cases brought before it to establish that LGBT discrimination is unlawful under the context of the Civil Rights Act. In 2012, the EEOC ruled in Macy v. Holder that discrimination on the basis of gender identity is a form of sex stereotyping, and thus prohibited in employment ...