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The 1991 Act was intended to strengthen the protections afforded by 2 different civil rights acts: the Civil Rights Act of 1866, better known by the number assigned to it in the codification of federal laws as Section 1981, and the employment-related provisions of the Civil Rights Act of 1964, generally referred to as Title VII. The two ...
Unlike Title VII of the Civil Rights Act of 1964, the federal law banning workplace discrimination, Section 1981 does not cap the damages that plaintiffs can receive if they win lawsuits, and it ...
Koch, Steven (1981). "McCarran-Ferguson Act Immunity from the Truth in Lending Act and Title VII". The University of Chicago Law Review. 48 (3): 730– 757. doi:10.2307/1599333. JSTOR 1599333. "Comments to the Antitrust Modernization Commission Regarding the McCarran-Ferguson Act" (PDF). American Bar Association. April 2006.
The appellees were a group of non-Indian employees of the Bureau of Indian Affairs (BIA). The Appellees brought this action claiming that the employment preference for qualified Indians in the BIA provided by the Indian Reorganization Act of 1934 also known as the Wheeler-Howard Act, 48 Stat. 984, contravened the anti-discrimination provisions of the Equal Employment Opportunity Act of 1972 ...
He originally filed under Title VII of the Civil Rights Act of 1964 and 42 U.S.C. § 1981. However Title VII claims first must be made to the U.S. Equal Opportunity Employment Commission and that part of the case was dismissed by the United States District Court for the Northern District of Illinois.
Wilson v. Southwest Airlines Co., 517 F. Supp. 292 (N.D. Tex. 1981), is a US employment discrimination law case concerning bona fide occupational qualifications. Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employment discrimination based on race, color, religion, sex, or national origin. [1]
The total costs of a title insurance premium, settlement expenses, and ongoing costs of an annual mortgage insurance premium (if applicable) equate to only about 1% of a borrower’s overall life ...
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.