Should a jury hear whether the same type of discrimination happened to another worker? This “me too” testimony may be heard when appropriate. The US Supreme Court decided that there should be no brightline test.
An Illinois agency hired a female security investigator for $1,261 a month less than a man hired at the same time in the same classification. The Seventh Circuit ruled that the pay disparity was lawfully based on salary histories not gender.
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EEO News provides employment law case headlines on EEO cases it believes are significant. EEO News is not a substitute for legal research or an employment lawyer. EEOnews.com does not provide legal advice. To learn more about employment and labor laws, please contact an employment lawyer to answer your EEO legal questions. |
A woman sued for sex discrimination because she was not hired as a truck driver for the county. Her case was dismissed after speeding tickets were discovered that made her unqualified for the position.
Seventeen black postal workers who worked in a metal enclosure while workers threw bananas and made racist comments could not prevail because they did not show that management knew and failed to take corrective action.
An African American clerk expressed her view that a Norman Rockwell print of a young African American girl walking past a wall with the n-word painted on it was offensive. This was not extreme enough to prove discriminatory harassment. However, plaintiff could proceed in the case to adjudicate whether her discharge was lawful and whether her employer failed to prevent racial discrimination under California law.
A temporary services firm employee may sue both the temp firm and the company to which she was assigned. The Court would not allow a company to avoid Title VII liability by hiring employees through an agency.