We use cookies to customise content for your subscription and for analytics.
If you continue to browse Lexology, we will assume that you are happy to receive all our cookies. For further information please read our Cookie Policy.

Search results

Order by: most recent most popular relevance



Results: 1-10 of 71

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


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


California Supreme Court finds plaintiffs’ use of statistical evidence in class wage and hour litigation doesn’t add up: why California employers now have a higher probability of success after Duran v. U.S. Bank
  • Seyfarth Shaw LLP
  • USA
  • June 5 2014

With years in the making, the long-awaited decision of the California Supreme Court in Duran v. U.S. Bank has finally arrived and represents a


Facilitating facilities in the workplace: the DFEH litigates a gender identity access case
  • Seyfarth Shaw LLP
  • USA
  • April 28 2014

The California Fair Employment and Housing Act ("FEHA") makes both gender identity and gender expression characteristics protected against employment


And the drum beat continues - another court finds the EEOC's pre-litigation conciliation efforts insufficient
  • Seyfarth Shaw LLP
  • USA
  • January 19 2013

In yet another case regarding the sufficiency of the EEOC's pre-litigation conciliation efforts, Judge Marcia Kriger of the U.S. District Court for


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


SCOTUS agrees to consider whether pregnant workers must be able to perform the essential functions of the job
  • Seyfarth Shaw LLP
  • USA
  • July 9 2014

Last week, in Young v. United Parcel Service, Inc.,the U.S. Supreme Court agreed to answer the question of whether an employer is required to


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


The EEOC's "fishing expedition" results in partial dismissal of its claims
  • Seyfarth Shaw LLP
  • USA
  • October 11 2012

Joining a growing line of cases reflecting judicial intolerance for questionable litigation tactics, the recent ruling in EEOC v. American Somoa Government, et al., No. 11-CV-00525 (D. Haw. Oct. 5, 2012), rejected the EEOC’s “shoot first, aim later” tactics and granted partial summary judgment to the employer


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