One of the more hotly debated topics is whether executives should be viewed as the employer versus the employee when they suffer discrimination at work. This matters a great deal because if s/he is deemed an
Former Attorney General Eric H. Holder, Jr. recently released portions of his law firm’s report and recommendations to Uber on sexual harassment and lack of diversity problems within the company. Here are five of the recommendations
Two important federal laws protect individuals from employment race discrimination: Title VII of the 1964 Civil Rights Act (Title VII) and 42 U.S.C. 1981 (Section 1981). Courts often analyze legal claims under these two statutes
https://www.youtube.com/watch?v=7TP4gZYuvWE This past week, a federal district court in the U.S. Court of Appeals for the Fourth Circuit issued a decision analyzing the pretext stage in a Title VII promotion discrimination case. In McLaughlin v.
Lawyers occasionally refer to a “constructive discharge” claim when talking about an employee who has involuntarily resigned from their job. Sometimes it’s referred to as constructive termination, constructive dismissal, or constructive discharge. But it all boils
In a glass ceiling or other employment discrimination case, one of the factors a court will likely analyze is how the company treated you compared to other “similarly situated employees.” The precise definition of who
When the media report on workplace sexual harassment issues, they sometimes refer to “quid pro quo” discrimination. While the approximate translation is “something for something” or “this for that,” a recent federal appellate decision,
You’ve performed impressively in an upper management position at your company but, despite trying multiple times and having excellent qualifications, you still haven’t been able to reach that final level of the executive pyramid. Not wanting
A federal appellate court ruled yesterday that a Muslim employee of Astoria Bank who was allegedly subjected to a “steady barrage” of shameful racist and anti-Muslim statements should be allowed to present her hostile work
The Equal Employment Opportunity Commission (EEOC) recently announced that it had settled a long-running glass ceiling/promotion discrimination case on behalf of female employees against Sterling Jewelers. The main focus of the EEOC’s complaint alleged that Sterling
