The Equal Employment Opportunity Commission (EEOC) reached a $20.5 million settlement with Jackson National Life Insurance Company for harassment, discrimination, and retaliation claims brought on behalf of female and African American employees. This settlement marks the
In an employment discrimination case under Title VII of the 1964 Civil Rights Act, such as sexual harassment or glass ceiling/promotion discrimination, you may be able to recover money damages that are referred to as
Fiscal Year 2019 was a record-setting year for the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). OFCCP’s mission is to ensure nondiscrimination and equal opportunity employment by federal contractors and subcontractors, who
The U.S. Court of Appeals for the Fourth Circuit issued a decision (Haynes v. Waste Connections, Inc.) this week that reversed in the employee’s favor. The opinion tackles many commonly-used defenses by employers in employment
Retaliation claims are the single most common type of complaint received by the U.S. Equal Employment Opportunity Commission (EEOC). But what exactly constitutes retaliation as opposed to simply unfair treatment? As the EEOC defines it,
Glass ceiling and promotion discrimination issues plague many professions, including economics, science, and technology fields. Add to this list the mutual fund industry, which is one of the most lucrative (and male-dominated) vocations, where senior
This past week the American Bar Association (ABA) and ALM released “Walking Out the Door: The Facts, Figures, and Future of Experienced Women Lawyers in Private Practice.” The information and statistics in the report bear directly
The U.S. Court of Appeals for the Second Circuit issued an important ruling in the Equal Pay Act class action against Sterling Jewelers. The class action case alleges that Sterling Jewelers had a glass ceiling
A federal court has ruled that the U.S. Women’s National Soccer Team’s (USWNT) equal pay claims under Title VII of the 1964 Civil Rights Act can move forward as a class action, as opposed to
The United States Supreme Court declined to overturn a $1.3 million jury verdict in an age discrimination case from the federal district court in Massachusetts (Rinsky v. Cushman & Wakefield, Case No. 1:16-cv-10403-ADB (D. Mass.)). The employer
