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
If you’re considering filing a complaint against your employer because you think you’ve been discriminated against at work, you should know about the “after-acquired evidence” defense, which your company may assert. What is after-acquired evidence?
African-American financial advisors at Wells Fargo have reached a proposed $35 million settlement to resolve their class action lawsuit, which asserts that a racial glass ceiling for promotions and pay existed at the company. A federal judge in
In a complaint filed yesterday in federal court, the Attorney General of Washington alleged that an agricultural company allowed extreme unlawful sexual harassment against its female employees. Indeed, the lawsuit claims that “sexual harassment of female farm workers
The Supreme Court occasionally rules on issues related to arbitration agreements and class action requirements and these decisions have a major impact on the size, scope, and prospects of future promotion discrimination and other employment
You think your employer has a glass ceiling and discriminated against you when you were passed over for a recent promotion. Whether your company overlooked you because of your gender, race, national origin, or sexual orientation, an
“Orchestrating impartiality:” blind auditions and cracking the glass ceiling in symphonies “I just don’t think women should be in an orchestra.” This candidly biased statement by an orchestra conductor who was prominent in the 1960’s
