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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."
Idaho has the fifth-highest percentage in America of people who identify as white, but a low number of race-related discrimination cases.
Latinos certainly are targets of job discrimination as well and continue to struggle for equity in the workplace. But the two largest racial bias cases brought by the federal governmentin ...
Bostock v. Clayton County, 590 U.S. 644 (2020), is 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.
NLRB General Counsel wanted the Board to rule the protests against workplace racial discrimination are inherently protected, which the Board left open-ended. For more CNN news and newsletters ...
In the interest of maintaining racial diversity (Williams was the only African-American teacher in the department, and 50% of the students were minorities), the school board voted to lay off Taxman. Taxman complained to the EEOC , saying that the board had violated Title VII of the Civil Rights Act of 1964 , and was given authority to file suit ...
Tesla and a Black man who worked at the company's California factory have settled a long-running discrimination case that drew attention to the electric vehicle maker's treatment of minorities.
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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