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 Supreme Court recently issued a major victory for LGBTQ employees that will reverberate in companies across the country: Title VII of the 1964 Civil Right Act makes it unlawful to discriminate against LGBTQ workers.
The Supreme Court has been asked to decide an issue that has sowed confusion among the various appellate courts around the country: can a single workplace use of the N-word constitute a hostile work environment
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
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.
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
