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Results: 1-10 of 64

EEOC pushes its strategic enforcement plan and advocates for transgender workplace protections under Title VII

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • September 30 2014

No federal statute explicitly prohibits employment discrimination based on gender identity or expression. Nevertheless, in recent years, the EEOC has

Broad discovery allowed by magistrate judge in plaintiffs' quest to certify a class in the Dukes v. Wal-Mart litigation

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • January 15 2013

As our blog readers may remember, the fourth amended complaint filed by plaintiffs in Dukes v. Wal-Mart Stores, Inc., No. 3:01-CV-02252 (N.D. Cal

Managing transgender issues in the workplace following the EEOC's Macy ruling

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • May 11 2012

Although no federal statute explicitly prohibits employment discrimination based on gender identity, courts have increasingly held that transgender individuals are protected from discrimination under federal law

Rise of the zombie lawsuit: Fifth Circuit revives former Dukes class member’s individual claims against her former employer

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • April 15 2014

As we previously reported, following the re-booting of discrimination claims by a member of the former class in Dukes et al. v. Wal-Mart Stores, Inc

Enough is enough: Retail Litigation Center advises court that the EEOC has overstepped in attack on releases

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • May 13 2014

As many of our loyal readers are aware, the Equal Employment Opportunity Commission filed suit in the U.S. District Court for the Northern District

Court limits the EEOC's investigative power by finding that the EEOC is not entitled to "unconstrained investigative authority"

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • November 29 2012

On November 19, 2012, in EEOC v. McLane Company, Inc., No. 12-CV-02469 (D. Ariz. Nov. 19, 2012), Judge G. Murray Snow of the U.S. District Court for the District of Arizona held that the EEOC’s authority to investigate charges of discrimination is not unlimited

Court holds employer is responsible for conciliation failure because it refused to make counter-offer to EEOC's baseless monetary demand

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • March 20 2013

Recently, in EEOC v. Wedco, Inc., No. 3:12-CV-00523 (D. Nev. March 12, 1013), the U.S. District Court for the District of Nevada considered whether

New ruling in Berndt illustrates the key to ascertainability for class certification

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • March 25 2012

Success or failure in workplace class action litigation is not unlike selling real estate - location, location, and location is all important

Subjective decision making strikes again class certification denied for lack of commonality and typicality in case involving discretionary selection system for promotions, training, and pay increases

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • October 9 2013

On September 29, 2013, Chief Judge Sharon Lovelace Blackburn of the U.S. District Court for the Northern District of Alabama in Bryant, et al. v

The EEOC suffers a set-back due to its rush to litigation

  • Seyfarth Shaw LLP
  • -
  • USA
  • -
  • August 24 2012

Under Title VII, the EEOC has an obligation before filing suit to engage in conciliation in good faith with an employer that is the subject of the Commission’s investigation and good cause determination