Sentences with phrase «race discrimination cases»

Race discrimination cases were one of the few categories which saw a drop, falling from 4,103 in 2005 — 06 to 3,780 in 2006 — 07, while equal pay claims shot up to 44,013 compared to 17,268 the year before.

The first pilot has explored the use of judicial mediation in complex disability, sex and race discrimination cases in employment tribunals.

Cox J accepted the submission that, particularly in sex and race discrimination cases, which by their nature are fact sensitive and thus it is essential that all the facts are known, in the example of the employer that states under the cloak of the without prejudice rule «we do not want you because you are black», such a statement would fall within the unambiguous impropriety exception.

Machines are «always polite, they always upsell, they never take a vacation, they never show up late, there's never a slip - and - fall, or an age, sex, or race discrimination case.»

'' [Machines are] always polite, they always upsell, they never take a vacation, they never show up late, there's never a slip - and - fall, or an age, sex, or race discrimination case,» Puzder told Business Insider of potential benefits of automation in March.

Puzder told Business Insider in March that he prefers machines to workers because they «never take a vacation, they never show up late, there's never a slip - and - fall, or an age, sex, or race discrimination case.»

He did not wait for the outcome of three big challenges to Blair's leadership; the inquest into the fatal shooting of Jean Charles de Menezes, a race discrimination case from assistant commissioner Tarique Ghaffur and an inquiry by HM chief inspector of constabulary into # 3m of Met contracts awarded to Blair's best friend.

3) Question: I feel like the judge's law clerk — not the judge — is doing all the work and making all of the decisions in the federal race discrimination case I brought.

«Citing «Jersey Shore,» Court Throws Out Race Discrimination Case Against «The Bachelor» Main Friday's Three Burning Legal Questions»

Counsel for a national food products manufacturer in a multi-plaintiff multi-count federal race discrimination case.

Notably, he has acted in a four - day unfair dismissal hearing where he cross-examined partners of an international law firm and witnesses abroad via video - link and has also acted as representation in an eight - day race discrimination case, obtaining a very favourable outcome for his client.

Ms. Webber also tried the race discrimination case Cooper v. Paychex (E.D. Va.), and successfully defended the plaintiffs» verdict before the Fourth Circuit.

«More «Suggested Mottos for Other Law Blogs» Main Citing «Jersey Shore,» Court Throws Out Race Discrimination Case Against «The Bachelor»»

In the race discrimination case, Jennifer, who is white, claimed that her problems began when she complained about the aggressive, hostile, and racially biased conduct of an African - American sergeant.

The successful settlement of an Equal Employment Opportunity Commission race discrimination case with nationwide implications for every employer in the U.S. covered by Title VII;

Successfully negotiated a settlement in a race discrimination case on behalf of two African - American hotel patrons.

Mediating a significant race discrimination case to resolution including and agreeing as part of the settlement to develop and implement new policies to prevent the potential for reoccurrence as a condition of settlement.

New Jersey Supreme Court Upholds $ 1.4 M Emotional Damage Award in Race Discrimination Case, New Jersey Employment Lawyer Blog, March 16, 2017

Not exact matches

«This case is of particular importance because so many working women are now working well into their pregnancy,» says Katherine Kimpel, a lawyer at Sanford Heisler who specializes in gender and race discrimination and who filed an amicus brief in the case supporting Young.

Alex litigates and provides advice and counsel on sex harassment and discrimination cases, including pregnancy, disability, race and gender discrimination.

He gave the example of the Richmond v. Croson case in which the Supreme Court ruled that government programs that categorize people on the basis of race must be «narrowly tailored to remedy prior discrimination.»

I'm not talking about obvious cases of overt discrimination, where a person is willfully excluded due to their race, culture, or gender.

The question assumes, as in the case of a food - standards specialist for the state of Oregon whose job was eliminated amid tensions with her boss, that the worker isn't protected by a union contract or as a member of a group shielded from employment discrimination based on race, sex, or other protected classes.

The most convincing evidence of discrimination in other contexts, like labor and housing markets, tends to come from experimental methodologies in which researchers can manufacture identical cases to compare, differing only along the dimension being examined for potential discrimination, such as race or gender.

The simple proposition here is that so long as like cases are treated alike regardless of race, discrimination is not to blame for disparate discipline levels.

The entire case for government control therefore rests on Title VI, which contains the general prohibition that «No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.»

In contrast, in an earlier case where an illegal employee claiming race discrimination was found to have persistently lied to his employer about his right to work, the Tribunal has found that such a discrimination claim must be barred.

Discrimination — info about protected characteristics being available where wouldn't normally be at an early stage in the recruitment process such as race, gender, sexuality which are available via social media profiles / activity - In early 2013, 1 % of all employment tribunal claims were brought by job applicants, and this proportion rose to 4 % in discrimDiscrimination — info about protected characteristics being available where wouldn't normally be at an early stage in the recruitment process such as race, gender, sexuality which are available via social media profiles / activity - In early 2013, 1 % of all employment tribunal claims were brought by job applicants, and this proportion rose to 4 % in discriminationdiscrimination cases.

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.

Of course, freedom of expression was not unlimited and should be balanced with other fundamental rights at stake in this case — such as the right to dignity (Article 1 of the EU Charter on Fundamental Rights, «EU Charter») or the prohibition of discrimination on the basis of race or religion (Article 21 EU Charter).

These involve employee discharge and discrimination cases, including age, sex, race, national origin, religion and disability claims, as well as cases involving restrictive covenants and wage - hour matters.

We represent Florida employees in all types of cases including Wrongful Termination, Unpaid Wages & Overtime, Minimum Wage Violations, Sexual Harassment, Discrimination (Race, Religion, Sex / Gender, Age, Pregnancy, Disability), Wrongful Termination, Non-Compete and Solicitation Agreements, Retaliation, Whistle Blower Protection, Collective and Class Action Lawsuits and Qui Tam cases.

First up, a New York judge has recused himself in the case of Floyd v. Cosi, a discrimination suit in which a former employee alleged Cosi showed bias against Floyd's race, age and disability in firing him from the restaurant chain.

Successfully defended various companies and municipalities against discrimination claims filed in federal courts and state and federal administrative agencies, including sexual harassment, race discrimination, age discrimination, gender discrimination, national origin harassment, Americans with Disabilities Act discrimination, and retaliation cases.

While unequal pay is typically associated with sexual discrimination, it can actually be joined to just about any other discrimination case including age, disability, race, and pregnancy.

«Current developments in the law regarding sexual harassment, cases involving the Equal Employment Opportunity Commission, Illinois Department of Human Rights, Human Rights Commission, hostile work environment, retalitory discharge, employment law, and discrimination involving gender, race, sexual orientation and Americans with Disabilities Act claims.»

There are civil rights laws that limit this discretion in the case, for example, of discrimination based on race, or family status.

However, that was not how the EAT read it: in its (fairly firm) view, the effect of s 41 (1A) was to disapply s 41 (1) in the case of all discrimination (direct or indirect) within the scope of the Race Directive.

The firm both prosecutes, and defends, claims relating to sexual harassment in the work place, wrongful termination and related discrimination claims, pregnancy discrimination claims, and cases alleging discrimination based upon race, religion or ethnicity.

Sangeeta Kuruppillai spent twelve years as an Assistant City Attorney at the Dallas City Attorney's Office in Texas, defending city management in race and other employment discrimination cases.

Jamie has extensive experience in managing complex cases involving disability, race and trade union discrimination as well as cases relating to the Transfer of Undertakings Regulations.

Brown, Goldstein & Levy attorneys have won numerous precedent - setting fair housing cases, including leading cases regarding discrimination based on race and disability.

Among her recent cases, Lorelei drafted the appellate brief that resulted in the Eleventh Circuit's affirming a final summary judgment the Firm obtained in favor of a national hospital client against a physician's high - profile race discrimination claims.

The case, which began in 2012, was brought on behalf of 49 black, Asian, and minority ethnic (BME) civil servants who brought claims of indirect race and age discrimination against the Home Office.

An accused has a constitutional right to a fair trial and may raise concerns about race and discrimination if they identify it as an issue in their case.

Obtained a $ 365,000 settlement for a former employee who alleged wrongful discharge and retaliatory harassment in a race and sex discrimination case against her former employer and manager.

Represent institutions in sex, race, and disability discrimination cases filed by students and employees.

Employment law includes employment elegance litigation, including cases of sex, age, race, and disability discrimination.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment dDiscrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discriminationdiscrimination.

Defended employer in federal - court case alleging race discrimination, FMLA violations, and wrongful discharge.