Over the summer, the U.S. Women’s National Soccer Team (USWNT) won their fourth FIFA World Cup, and this past week the team kept up its fight for equal pay in court. In a brief filed
As with many things, the devil is in the details with confidentiality and non-disparagement clauses. You may want to require these provisions to be mutual so that the company cannot disparage you and/or talk about the terms of the settlement (what’s good for the goose is good for the gander).
The U.S. Supreme Court decided not to review an appellate court decision that held a false rumor about a woman “sleeping” her way to a promotion can give rise to a hostile work environment claim.
PBS Newshour quotes Eric Bachman regarding whistleblower issues related to President Trump impeachment.
Employees routinely talk with their supervisors about work-related issues and problems. In the context of a retaliation lawsuit, a key legal question is often whether the complaint to the supervisor should be considered a “protected
Can a false rumor about a woman “sleeping” her way to a promotion give rise to a hostile work environment claim? Yes. On February 8, 2019, the U.S. Court of Appeals for the Fourth Circuit
A recent federal court of appeals case sheds new light on the question of who should be considered a “similarly situated employee” as compared to the plaintiff in an employment discrimination case. The context in
A pressing topic in employment discrimination law over the last few years has been whether Title VII of the Civil Rights Act of 1964 (Title VII) makes it unlawful for employers to discriminate against individuals
ProPublica and the Urban Institute issued a report with startling conclusions about the lasting impact of age discrimination against employees. While age discrimination has long been prevalent in the workplace, the crippling damage it causes
Many people know that the U.S. Equal Employment Opportunity Commission (EEOC) investigates claims of workplace discrimination related to an employee’s race, gender, age, etc. But most of the public does not realize that the EEOC
