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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."
The SFFA case was the first high-profile case on behalf of plaintiffs who were not white, and who had academic credentials that, according to Vox, were "much harder to criticize." The lawyers for SFFA stated that the initial hearing focused on the issue of discrimination against Asian American applicants, instead of trying to challenge ...
Wal-Mart v. Dukes, 564 U.S. 338 (2011), was a United States Supreme Court case in which the Court ruled that a group of roughly 1.5 million women could not be certified as a valid class of plaintiffs in a class-action lawsuit for employment discrimination against Walmart. Lead plaintiff Betty Dukes, a Walmart employee, and others alleged gender ...
Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the disparate impact theory, and was decided on March 8, 1971. [1] It is generally considered the first case of its type. [2]
The lawsuit alleged SafeRent’s algorithm didn’t take into account the benefits of housing vouchers, which they said was an important detail for a renter’s ability to pay the monthly bill ...
A federal judge approved a settlement in the lawsuit, one of the first of it's kind, on Wednesday, with the company behind the algorithm agreeing to pay over $2.2 million and roll back certain ...
The lawsuit seeks damages amounting to no less than $5,000,000, which is the minimum amount that lawsuits need to seek to fall under the jurisdiction of a district court under the Class Action ...
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.
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