Search results
Results from the WOW.Com Content Network
Supreme Court of the United States: 1982 Mmusi and Others v Ramantele and Another: inheritance by women under customary law: Botswana Court of Appeal: 2013 Native Women's Assn of Canada v Canada: financial support for interest groups: Supreme Court of Canada: 1994 Orr v. Orr: alimony: Supreme Court of the United States: 1979 Pao v. Kleiner Perkins
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.
The Court responded that even if there had been gender-based disparate treatment by state authorities in that case, precedents such as the Civil Rights Cases limit the manner in which Congress may remedy discrimination, and they require a civil remedy to be directed at a state or a state actor, not a private party. The Court stated that such ...
To "reconcile" the supposed "conflict" between disparate treatment and disparate impact, the Court offers an enigmatic standard. Ante, at 20. Employers may attempt to comply with Title VII's disparate-impact provision, the Court declares, only where there is a "strong basis in evidence" documenting the necessity of their action. Ante, at 22.
The U.S. Supreme Court is due next Wednesday to hear arguments in her bid to revive her civil rights lawsuit against the Ohio Department of Youth Services after lower courts threw it out ...
The United States Court of Appeals for the Fifth Circuit affirmed in relevant part, and expressed the view that the proper framework to apply to a Title VII challenge to an allegedly discretionary promotion system would be disparate treatment analysis (which involves the question whether an employer has, with a discriminatory intent or motive ...
Meritor Savings Bank v. Vinson, 477 U.S. 57 (1986), is a US labor law case, where the United States Supreme Court, in a 9–0 decision, recognized sexual harassment as a violation of Title VII of the Civil Rights Act of 1964. The case was the first of its kind to reach the Supreme Court and would redefine sexual harassment in the workplace. [1] [2]
Geduldig v. Aiello, 417 U.S. 484 (1974), was an equal protection case in the United States in which the Supreme Court of the United States ruled on whether unfavorable treatment to pregnant women could count as sex discrimination.