Last week, a federal court in New York gave final approval to a $32.5 million class action settlement alleging racial discrimination against African-American employees of MetLife. The settlement calls for an interesting, two-tiered approach for evaluating
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.
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
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
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
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
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
