In employment litigation, some of the most important evidence is centered on the question of whether the employer had a legitimate reason to terminate your employment or whether the reason was simply a pretext for
Eric Bachman spoke today with ABC News about the employment law implications of President Trump’s recent remarks to four minority Congresswomen that they should “go back” to the “crime infested places from which they came.”
A pressing topic in employment discrimination law over the last few years has been whether Title VII of the Civil Rights Act of 1964 (Title VII) makes it unlawful for employers to discriminate against individuals
Ann Hopkins recently passed away, nearly 30 years after her seminal Supreme Court case helped to shatter the glass ceiling at Price Waterhouse. Hopkins played a huge role in shaping how the courts, indeed the
Family Dollar agreed to pay $45 million to a class of female store managers who sued the company claiming they had been paid less than male store managers. Earlier this week, a federal court approved
A federal jury awarded over $13 million in damages to a single plaintiff in a sexual harassment/hostile work environment case brought under Title VII and New York State Human Rights Law (NYSHRL). The award, however,
Given the soaring numbers of people working as independent contractors (gig workers) rather than traditional employees, an important question has emerged about what protections these gig workers have against discrimination. The most familiar federal anti-discrimination
Two of the main federal laws that help ensure female employees are paid the same as their male counterparts are Title VII of the 1964 Civil Rights Act and the Equal Pay Act (EPA). Although both
The Equal Employment Opportunity Commission (EEOC) launched a new, online system for filing and tracking certain charges of workplace discrimination on November 1, 2017. “This secure online system makes the EEOC and an individual’s charge
One of the more hotly debated topics is whether executives should be viewed as the employer versus the employee when they suffer discrimination at work. This matters a great deal because if s/he is deemed an
