In a sexual harassment lawsuit, a key legal question is whether the employee complained to the company about the harassment. But what, exactly, counts as an internal complaint under the law? The answer, discussed in
A common question employment lawyers get from their clients in an employment discrimination case is: if I win, how much will my case be worth? While no “one size fits all” answer exists, it is
Last month, a jury in Texas delivered a stunning $70 million verdict in favor of 10 employees who worked for Glow Networks. Nine of the ten plaintiffs were Black employees. The case, Yarbrough, et al. v.
An ongoing case in New Jersey involving a judge who accuses state officials of creating a hostile work environment sheds important light on the potential ramifications of seeking emotional distress damages in an employment case. The legal
Black employees at the 50 most valuable corporations in the United States comprise only 8 percent of the top executive positions at these companies, according to a new Washington Post report. While “glass ceiling” discrimination often
A federal appeals court this month ruled in favor of the plaintiff in an employment discrimination case that addresses common defenses and legal issues that arise in Title VII, Equal Pay Act, and related laws.
A federal court recently gave its stamp of approval to a $34 million settlement agreement between Edward Jones & Co. and the company’s Black financial advisors (FAs). The settlement resolves a years-long litigation battle and includes provisions aimed at promoting
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
Workplace harassment and hostile work environment claims—most typically sexual or racial harassment—can be hard to prove, and harder still if some of the more extreme discrimination occurred more than 300 days before a charge of
