Justice Department Suit Accuses CA Dept. of Corrections of Sexual Harassment
A former CDCR cook says supervisors ignored his sexual harassment claims, says LA employment lawyer Eric Grover
Texas Supreme Court Issues Opinion Regarding Pay Discrimination Matter
/cdklawyers.com// 09/06/2012 The Texas Supreme Court recently addressed an issue of first impression: Does the federal Lilly Ledbetter Fair Pay Act apply to claims brought under the Texas Commission on Human Rights Act so that the 180-day limitations period begins anew each time a claimant receives a paycheck containing a discriminatory amount? Prairie View A&M […]
Fifth Circuit Reverses Summary Judgment in Failure to Hire Matter
/cdklawyers.com// 08/31/2012 The Fifth Circuit Court of Appeals recently reversed a summary judgment ruling for an employer in a failure to hire case. Johnson v. Maestri-Murrell Prop. Mgmt., LLC, No. 11-30914 (5th Cir. Aug. 14, 2012), available at http://www.ca5.uscourts.gov/opinions/unpub/11/11-30914.0.wpd.pdf. The plaintiff alleged that the defendant failed to hire her as the assistant manager of […]
Fifth Circuit Court of Appeals Rules in Same-Sex Discrimination Matter
/cdklawyers.com// 08/03/2012 The Fifth Circuit Court of Appeals recently ruled in a same-sex age discrimination case brought by the EEOC. EEOC v. Boh Bros. Const. Co., L.L.C., No. 11-30770 (5th Cir. July 27, 2012), available at http://www.ca5.uscourts.gov/opinions/pub/11/11-30770-CV0.wpd.pdf. The EEOC brought a Title VII case on behalf of a male construction worker who claimed that […]
Employers Must Comply with Equal Pay Laws
/cdklawyers.com// 04/26/2012 Dallas, Texas employment lawyer Keith Clouse handles all aspects of employment law, including equal pay issues. Women make up nearly half of America’s workforce, yet, a significant gender earnings gap persists. Mr. Clouse explains some of the laws designed to close this gap:• Equal Pay Act: This law requires all employers to pay […]
Discrimination Attorney Discusses Religious Discrimination and the Holiday Season
/cdklawyers.com// 11/24/2011 Upon entering the holiday season, many employers and employees express confusion over an employer’s obligation to accommodate an employee’s religious beliefs. Keith Clouse, a Dallas discrimination law attorney, offers insight. Title VII of the Civil Rights Act of 1964 prohibits an employer with at least 15 employees from discriminating against an employee […]
United States Supreme Court Recognizes Third-Party Retaliation Claim
/cdklawyers.com// 01/28/2011 The United States Supreme Court recently ruled that an employee who has not engaged in activity protected by Title VII of the Civil Rights Act of 1964 may still bring a third-party retaliation claim if the employee was fired because of the employee’s relationship with a person who has engaged in protected activity. […]
Who Qualifies as an “Employer” Under Title VII of the Civil Rights Act of 1964?
/cdklawyers.com// 01/26/2011 Title VII of the Civil Rights Act of 1964, as amended, prohibits an employer from discriminating against an employee based on the employee’s race, color, national origin, gender, or religion. But not every person or entity that employs workers qualifies as an employer under the statute and thus not every entity is bound […]
EEOC Issues Press Release Regarding 2010 Statistics
/cdklawyers.com// 12/09/2010 The Equal Employment Opportunity Commission recently issued a press release detailing statistics from its fiscal year 2010 (available at http://www.eeoc.gov/eeoc/newsroom/release/11-23-10.cfm). The EEOC is the federal agency charged with enforcing federal civil rights laws that protect America’s workers from discrimination and retaliation, such as Title VII of the Civil Rights Act of 1964, the […]
EEOC Issues Final Regulations Regarding the Genetic Information Nondiscrimination Act
/cdklawyers.com// 11/28/2010 The Equal Employment Opportunity Commission (“EEOC”) recently issued final regulations regarding the Genetic Information Nondiscrimination Act of 2008 (“GINA”). GINA prohibits an employer from discriminating against an employee because of the employee’s genetic information. Specifically, GINA prohibits an employer from using genetic information when making employment decisions, restricts an employer from acquiring certain […]