Sentences with phrase «individual claim of discrimination»

[49] A complaint of systemic discrimination is distinct from an individual claim of discrimination.

In addition to this public advocacy work, the Commission has an equally important role in resolving individual claims of discrimination and other breaches of human rights.

Not exact matches

Most discrimination claims tend to be focused on the treatment of individuals by their employers with employees facing difficult burdens of persuasion.

Activists rallied earlier this month in support of transgender individuals in Puerto Rico, claiming Rivera Schatz's administrative action violated the commonwealth's 2013 law banning discrimination based on sexual orientation and gender identity.

70 However, this has been construed non-substantively and claims by individuals or groups, claims against governments who remain inactive and claims against private parties have been regarded as impermissible.71 Nevertheless, the CEDAW committee has finally recognized violence against women as a type of sex discrimination, thus making states accountable for «private acts» if they fail to prevent, investigate or punish discriminatory acts of violence.72

A class member may appeal a final decision on an individual (s) claim for relief pursuant to a finding of a class - wide discrimination.

My work includes representing employers defending Employment Tribunal claims and advising employers and individuals on all aspects of the employment relationship, including unfair dismissal, holiday pay, discrimination, and redundancy.

She has extensive experience representing individual workers in employment discrimination cases on account of race, national origin, religion, gender, disability, sexual harassment, wrongful termination, retaliation, whistle blower and wage and hour claims.

In the employment arena, they represent clients in wage and hour disputes, defend businesses and individuals against claims of discrimination, retaliation and wrongful termination, and litigate disputes relating to non-competition, non-solicitation and confidentiality agreements.

Using a cost - effective approach to employment litigation, Taft's attorneys have defended individual and class action lawsuits involving claims alleging race, gender, age, disability, and religious discrimination and harassment; retaliation; Family and Medical Leave Act violations; ERISA violations; breach of contract; torts; whistleblower claims; and various other employment - related causes of action.

Achieved dismissal of hostile work environment, retaliation and breach of implied contract claims, and dismissal of individual defendants (President and Vice President) in discrimination / harassments case, establishing law in our jurisdiction regarding personal liability of supervisors.

The team at Park Square Barristers has expertise across the ambit of employment law; members represent individuals and companies in unfair dismissal, discrimination and TUPE claims, among other areas.

It would therefore seem that the authorities, whilst perhaps difficult to follow, are not necessarily inconsistent and largely support the principle that the reason for the group and individual disadvantage does remain of key importance in establishing claims of indirect discrimination.

We act on behalf of employers and individuals in employment tribunal claims including unfair dismissal, race, sex, disability and age discrimination and unlawful deduction of wages.

To help our clients prevent as much as possible later disagreements that may degenerate in business impacting issues, we assist on individual matters that arise at various stages of employment, including customized assistance for executive employment agreements, staff training, workplace policies, executing, amending, suspending, and terminating employment contracts, discrimination and harassment claims at the work place, disciplinary proceedings.

There, in upholding a Canadian Border Services Agency worker's claim based on a work schedule that conflicted with her childcare obligations, the Federal Court of Appeal determined that to establish discrimination on a prima facie basis on the ground of family status in relation to childcare, it would be necessary for an individual to show that:

Lloyd advises predominantly in the technology, media and retail sectors on contentious and non-contentious employment law issues including employee relations issues, performance management, collective and individual redundancies, discrimination, TUPE and outsourcing, restraints of trade, employment tribunal claims and employee data privacy issues.

The Court went on to conclude that had it been necessary to do so, it would have dismissed the discrimination claims in any event because an individual within the Iraqi scheme was not a material comparator and the reason why the schemes were different was not because of nationality, but because of the particular context and circumstances of the situation in Afghanistan as opposed to Iraq.

He litigates in multiple areas of employment law and defends against individual and class action lawsuits alleging violations of wage and hour laws, discrimination, wrongful termination, harassment, breach of contract, labor code section 132a claims, and other related matters.

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Represented scores of individuals in lawsuits against their former employers regarding claims of discrimination, harassment, and retaliation based on disability, sex, gender, sexual orientation, age, race, and other protected classes and activities in violation of the Fair Employment and Housing Act (FEHA), California Family Rights Act (CFRA), Family Medical Leave Act (FMLA), American Disabilities Act (ADA), and public policy.

She represents employers in federal and state litigation matters, including class action and individual claims of wage and hour violations, sexual harassment, age, disability, race and sex discrimination, failure to accommodate, whistleblower and public policy wrongful discharge.

Special rules apply to individuals who satisfy the legal definition of a disability, in particular the right to consider reasonable adjustments, the failure of which could make an employer liable in a disability discrimination claim.

Successfully representing an individual in a high profile race discrimination claim in which compensation for injury to feelings in the top band of Vento was awarded along with substantial loss of earnings.

On the footing on which the indirect discrimination claim is now advanced, namely disadvantage to a single individual arising out of her wish to manifest her faith in a particular way, everything in the tribunal's findings of fact shows the rule, both during the years when it operated without objection and while it was being reconsidered on Ms Eweida's instigation, to have been a proportionate means of achieving a legitimate aim.

The reason for this is that there are factors affecting a claimant's employment prospects following a discriminatory dismissal including: (i) the stigma of having brought a discrimination claim; (ii) the fact that it is easier to find a new role whilst remaining in employment; and (iii) a period of unemployment following a dismissal can detrimentally affect an individual's career prospects.

Kristen's litigation experience includes representing individual and corporate clients in cases involving claims of breach of contract, consumer fraud, unfair trade practices, violation of federal and state credit reporting laws, violation of the Fair Debt Collection Practices Act, professional negligence, business torts, employment discrimination, wrongful termination, violation of wage and hour law, and violation of non-competition and confidentiality agreements.

The case involved allegations of discrimination against women, and the Supreme Court said that the case involved too many individual claims, circumstances and factual analyses to be litigated on a classwide basis.

Patrick joined Premier Law Group as a partner in 2004 and has since helped numerous individuals in their discrimination and / or retaliation claims against their employers as well as claims of non-payment of wages.

Handles all facets of employer defense of individual and class action EEO litigation in federal and state court, including claims of race, sex, pregnancy, age, national origin, and disability discrimination; the investigation and defense of sexual harassment claims; and the defense of unlawful retaliation claims based on the filing of an equal employment complaint.

Whereas a systemic claim will require proof of patterns, showing trends of discrimination against a group, an individual claim will require proof of an instance or instances of discriminatory conduct.

Employers are at risk for discrimination claims if: - the employer asks some, but not all, individuals for certain information (ie, Facebook passwords), - the employer discovers bits of personal information (e.g.. MORE

Employers are at risk for discrimination claims if: - the employer asks some, but not all, individuals for certain information (ie, Facebook passwords), - the employer discovers bits of personal information (e.g.

However, a claim by an individual or small group may fall within this priority if it raises a policy, practice or pattern of discrimination.

It concerns whether the city of Miami can bring claims against Wells Fargo and Bank of America for racially discriminatory predatory lending under the Fair Housing Act — or whether the law only allows suits by individuals directly affected by discrimination.