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Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1998), is a landmark employment law case of the United States Supreme Court holding that employers are liable if supervisors create a hostile work environment for employees. [1]
Alphabet's Google is facing a second complaint from a U.S. labor board claiming that it is the employer of contract workers and must bargain with their union, the agency said on Monday. The ...
Pages in category "United States employment discrimination case law" The following 67 pages are in this category, out of 67 total. This list may not reflect recent changes .
Bostock v. Clayton County, 590 U.S. 644 (2020), was a landmark [1] United States Supreme Court civil rights decision in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because of sexuality or gender identity.
The case was argued on December 6, 2023. [14] On behalf of Ms. Muldrow, the case was argued by Brian Wolfman, Director of the Georgetown Law Appellate Courts Immersion Clinic, who split the argument time with Deputy Solicitor General Aimee Brown. [15] Robert Loeb, a partner at Orrick, Herrington & Sutcliffe argued the case for St. Louis Police ...
It is the first case in Employment Law: Cases and Materials, [1] under Part I: Background / Chapter 1: Work and Law / Section B: Legal Intervention. Subsequent to the case there are seven notes. Note 1 explains "at will" employment, with reference to Horace Gray Wood, Law of Master and Servant § 134, at 273 (1877):
This case was the beginning of the plenary power legal doctrine that has been used in Indian case law to limit tribal sovereignty. Elk v. Wilkins, 112 U.S. 94 (1884) An Indian cannot make himself a citizen of the United States without the consent and the co-operation of the United States Federal government. United States v.
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.