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McLane Co. v. Equal Employment Opportunity Commission, 581 U.S. 72 (2017), was a United States Supreme Court case in which the Court held that a district court's decision whether to enforce or quash a subpoena issued by the Equal Employment Opportunity Commission should be reviewed for abuse of discretion, not de novo.
The lawsuit González v.Abercrombie & Fitch Stores, Inc., No. 3:03-cv-02817, filed in June 2003, alleged that the nationwide retailer Abercrombie & Fitch "violated Title VII of the Civil Rights Act of 1964 by maintaining recruiting and hiring practice that excluded minorities and women and adopting a restrictive marketing image, and other policies, which limited minority and female employment."
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.
State regulators hit CVS with a $250,000 fine against one of its stores in Canton, Ohio, after investigators found that the pharmacy had been understaffed, posing a risk to the well-being of ...
A city employee will receive $95,000 to settle claims against Municipal Court Clerk Reginald Thompson and the Columbus Consolidated Government.. Columbus Council unanimously approved the ...
Castillo v. Case Farms of Ohio; Court: United States District Court for the Western District of Texas: Full case name: Gerardo Castillo, et. al. v. Case Farms of Ohio, Inc., et. al. Decided: December 1, 1999: Docket nos. 97-cv-89: Citation: 96 F. Supp. 2d 578: Holding; Labor Agency is an agent for farm. Farm is liable for wrongful actions of ...
Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores , 575 U.S. 768 (2015), was a United States Supreme Court case regarding a Muslim American woman, Samantha Elauf, who was refused a job at Abercrombie & Fitch in 2008 because she wore a headscarf, which conflicted with the company's dress code. [ 1 ]
Title VII of the Civil Rights Act of 1964 defines two types of discrimination: disparate treatment and disparate impact.The Equal Employment Opportunity Commission (EEOC), who has been enforcing Title VII since it came into effect in 1965, has the power to periodically issue an 'enforcement guidance' explaining how employers could use the backgrounds of potential employees (including their ...