Former employees of HP Inc. and Hewlett Packard Enterprise Co. asked a California federal judge Thursday to greenlight an $18 million class and collective action settlement resolving claims that employees 40 and older were pushed out in favor of young hires.
A religious rights group defending a Catholic school in a gay teacher's bias case saw a Fourth Circuit panel sidestep their arguments and zero in on a theory with more legal precedent, a pivot experts said signals the judges' disinterest in further expanding religious employers' rights to discriminate.
North Carolina and West Virginia defended their health care funding bans on treatments for gender dysphoria Thursday, arguing before the full Fourth Circuit that the prohibitions don't discriminate against transgender people because the laws prohibit everyone on government plans from receiving certain treatments.
A Pennsylvania federal judge on Friday appeared skeptical of a former U.S. Securities and Exchange Commission lawyer's age and race bias lawsuit against the agency as her counsel struggled to provide the judge with hard evidence that her client was denied a promotion because of discrimination.
A federal judge on Friday tossed an ex-police chief's wrongful termination lawsuit, agreeing with the city of Fort Lauderdale that the former chief can't claim a breach of contract when he was employed at will, and holding that officials didn't violate the law in firing him over allegedly discriminatory hiring and promotions.
A San Francisco jury said Thursday that the Marriott Marquis hotel must pay $20 million in damages after finding that it failed to engage in an interactive process and to provide reasonable accommodation to one of its disabled employees.
An Illinois federal judge won't let Northwestern University escape the forced labor and sex trafficking claims lodged by a former cheerleader, ruling that she successfully pled that she was required to act in a sexual way to secure donations and that she would have suffered financial harm if she had refused to participate.
An Italian restaurant in Memphis, Tennessee, did nothing to stop a gay worker from being harassed by a colleague's homophobic comments and then terminated him when he refused to stop complaining to management, the U.S. Equal Employment Opportunity Commission told a Tennessee federal court Friday.
The Second Circuit refused Friday to reinstate a former accountant's lawsuit claiming asset management firm Fred Alger & Co. unlawfully fired her after she returned from maternity leave, saying she failed to show her pregnancy, and not her subpar performance, cost her the job.
TikTok's parent company looked the other way when two Black employees complained that supervisors gave them more work than their white colleagues and consistently undermined them, then didn't object when they were fired for speaking up, the workers told the U.S. Equal Employment Opportunity Commission.
Seafood restaurant chain Landry's largely ignored an Iranian server's complaints that she was harassed on the job due to her nationality and fired her after falsely accusing her of coming to work drunk, the U.S. Equal Employment Opportunity Commission said in a suit filed Friday.
Health groups, scientists, a labor union, small businesses and environmentalists are urging the U.S. Supreme Court not to strike down a nearly 40-year-old precedent that allows judges to defer to federal agencies' interpretations of law in rulemaking disputes, arguing it's a valuable and reliable tool in administrative law cases.
Boston University failed to provide reasonable accommodations that would allow a maintenance worker with "long COVID" symptoms to return to work, instead telling him to apply for long-term disability benefits which were subsequently denied, according to a suit filed in Massachusetts state court.
This week's Off The Bench features a college football coach accused of sexual harassment fighting to keep his job, an Olympic medalist claiming that a U.S. team doctor sexually assaulted her, and Congress helping the nation's capital potentially lure back a beloved NFL team.
Amazon and two of its construction contractors allowed Black and Puerto Rican workers to endure a racially hostile work environment before and after they found nooses at their Connecticut job site in 2021, and victims of the hateful threats were treated like perpetrators during an FBI investigation, a federal lawsuit has claimed.
A woman who says she was sexually harassed by Andrew Cuomo told a federal judge this week the former New York governor is seeking "revenge" by requesting her phone records and other materials in a separate case brought by another of his accusers.
Amazon told a California federal court that it reached a deal to end a former seasonal associate's lawsuit accusing the e-commerce giant of illegally using information about his prior rape conviction to deny him a full-time position.
The U.S. Equal Employment Opportunity Commission issued a new strategic plan defining its priorities for the next four years, and the agency also hit Walmart with two lawsuits in separate federal courts: one alleging disability bias and the other sex harassment.
A staffing agency and a snack food packaging company worked together to place fewer Black workers at the company's facilities in Memphis, Tennessee, and the company segregated the Black workers it did hire and gave them less desirable tasks, the EEOC told a Tennessee federal court.
The Fifth Circuit reopened a Black educator's lawsuit claiming a Mississippi school district refused to pay for her to attend leadership training because of her sex and race, finding that the refusal she alleges is enough to sustain her discrimination claims under a newly established circuit standard.
A New York federal judge is scheduled to hear arguments Tuesday in a hospital's attempt to toss a former resident's lawsuit claiming the hospital discriminated against him based on his ADHD diagnosis, culminating in his firing. Here, Law360 explores this and other major labor and employment cases on the docket in New York.
In the coming week, attorneys should keep an eye out for a potential ruling on whether flight attendants in a long-running wage case against Delta Air Lines Inc. can proceed as a class, and whether Delta can add a counterclaim. Here's a look at that case and other labor and employment matters on deck in California.
A fashion designer who created custom pieces for Lizzo's dancers on tour claims she was threatened, denied medical care and subjected to racial and sexual harassment while on the job, according to a new lawsuit lodged Thursday against the Grammy-winning pop star and her touring company.
An Olympic bobsled medalist claimed in a New York state lawsuit Thursday that a team chiropractor used his position in the organization to sexually assault her, and that the U.S. Olympic Committee failed to investigate complaints.
A financial services company serving the cannabis industry has been sued in California state court by its former chief compliance officer, who claims the company got rid of her after she pushed it to share certain information it was required to give to a state regulator related to an acquisition deal.
A self-proclaimed feminist litigation firm asked the Second Circuit on Thursday to reverse a trial court's decision scrapping a $2.6 million verdict in a former dental hygienist's sex harassment suit, stating the ruling was an overreach exemplary of a growing trend among judges to invalidate juries.
A hospital can't dodge a former physician assistant's suit claiming she was terminated over religious objections to a policy requiring the use of a patient's preferred pronouns, a federal judge ruled, saying an administrator's hostile comments alleged in the suit were enough to keep the case alive.
A Pennsylvania mental health services provider has asked a New Jersey federal judge to dismiss its former CFO's discrimination and retaliation claims, arguing the court lacks personal jurisdiction over the case because the nonprofit does not operate in the Garden State.
The California Supreme Court's recent significant decision in Raines v. U.S. Healthworks Medical Group means businesses that provide employment-related services to California employers can potentially be held liable for California’s Fair Employment and Housing Act violations, says Ryan Larocca at CDF Labor.
Two major amendments to Title IX — which the U.S. Department of Education is expected to finalize next month — would substantially alter the process schools must use for sexual discrimination complaints and limiting student participation in athletics based on gender identity, says Rebecca Sha at Phelps Dunbar.
Potential whistleblowers at companies failing to comply with the voluntary artificial intelligence commitments must look to a patchwork of state and federal laws for protection and incentives, but deserve comprehensive regulation in this field, say Alexis Ronickher and Matthew LaGarde at Katz Banks.
If enacted, pending federal and state legislation may result in significant changes for the Fair Credit Reporting Act landscape and thus require regulated entities and practitioners to pivot their compliance strategies, say attorneys at Troutman Pepper.
The National Collegiate Athletic Association's Academic Performance Program has become a lightning rod for scrutiny, as seen in the recently filed class action McKinney v. NCAA — where statistics in the complaint raise questions about the program's potential discriminatory impact on student-athletes at historically Black colleges and universities, say attorneys at Troutman Pepper.
Following the U.S. Supreme Court's recent ruling in Groff v. DeJoy — which raised the bar for proving that a worker’s religious accommodation presents an undue hardship — employers can enlist other defense strategies, including grounds that an employee's belief is nonsectarian, say Kevin Jackson and Jack FitzGerald at Foley & Lardner.
The substantial impact of the recent holding in Hamilton v. Dallas County means employers in the Fifth Circuit can now be liable under Title VII for a whole range of conduct not previously covered — but the court did set limits, and employers can take tangible steps to help protect themselves, say Holly Williamson and Steven DiBeneditto at Hunton.
Although employers have received some guidance on the requirements of New York City's new restriction on the use of automated employment decision tools, there are many open questions to grapple with as Local Law 144 attempts to regulate new and evolving technology, say attorneys at Gibson Dunn.
As the U.S. Women's National Team returns from World Cup, employers can honor the fighting spirit of the athletes — which won them a historic gender pay equality settlement in 2022 — by reviewing federal equal pay compliance requirements and committing to a level playing field for all genders, says Christina Heischmidt at Wilson Elser.
As made clear in the recent decision by a Pennsylvania federal court in Oross v. Kutztown University, employers need to engage in individualized assessments of all requests for exemptions or accommodations to return-to-work policies to avoid potentially violating the Americans with Disabilities Act or Rehabilitation Act, say attorneys at Troutman Pepper.
New York City's recent enactment of a law that bans employers from discriminating against applicants and employees because of their height or weight should signal to Congress that now is the time to establish federal legislation that would prohibit such harmful practices, says Joseph Jeziorkowski at Valiant Law.
While not an employment law ruling, the U.S. Supreme Court's recent decision in the First Amendment case 303 Creative v. Elenis raises serious questions for employers that constitute public accommodations and have related anti-discrimination policies, says Tanner Camp at Foley & Lardner.
U.S. Equal Employment Opportunity Commission regulations implementing the Pregnant Workers Fairness Act require accommodations for many conditions related to pregnancy and childbirth, and while the final rule won't be published until the public comment period expires in October, employers should act promptly, says Amy Gluck at FisherBroyles.