News & Analysis as of

Title VII

Title VII of the Civil Rights Act is a United States federal law enacted in 1964 and aimed at preventing discrimination in the workplace on the basis of race, color, sex, national origin, and religion. Title VII... more +
Title VII of the Civil Rights Act is a United States federal law enacted in 1964 and aimed at preventing discrimination in the workplace on the basis of race, color, sex, national origin, and religion. Title VII has been subsequently extended to discrimination on the basis of pregnancy and sexual stereotypes and to prohibit sexual harassment. Title VII applies to all employers with fifteen or more employees including private employers, state and local governments, and educational institutions.  less -
U.S. Equal Employment Opportunity Commission...

Two IHOP Restaurants to Pay Nearly $1 Million to Settle EEOC Sexual Harassment Suit

Teens Among Victims of Misconduct Including Simulated Sex Acts, Sexual Contact, Unwanted Sexual Comments and Physical Threats, Federal Agency Charged - ST. LOUIS - Two southern Illinois International House of Pancakes...more

FordHarrison

#MeToo at 30,000 Feet: The Unique Challenges the Anti-Harassment Movement Poses for the Airline Industry

by FordHarrison on

The #MeToo movement has now touched nearly every U.S. workplace, and the airline industry is no exception. The impact of the anti-harassment movement on airlines, however, is unique because of the independent nature of much...more

Seyfarth Shaw LLP

Recent Decision Clarifies The Legal Framework For EEOC’s Pattern-Or-Practice Lawsuits Under Section 706

by Seyfarth Shaw LLP on

In recent years, a body of law has developed surrounding pattern or practice lawsuits brought by the EEOC. This has helped to clarify, for example, when the 300-day filing cutoff applies, or whether the claimant is eligible...more

BakerHostetler

The BakerHostetler Quarterly New York Employment Law Newsletter

by BakerHostetler on

Welcome to the first edition of The BakerHostetler Quarterly New York Employment Law Newsletter. We are pleased to share our analysis of some of the key employment trends that affected New York employers in 2017, and our...more

Constangy, Brooks, Smith & Prophete, LLP

Court Refuses To Review Another Sexual Orientation Case

And one judge is not pleased. You may recall that in March 2017, a panel of the U.S. Court of Appeals for the Eleventh Circuit ruled 2-1 that Title VII did not prohibit discrimination based on sexual orientation. Judge...more

Sherman & Howard L.L.C.

Takin’ Care Of Business (On Half Time Schedule)

by Sherman & Howard L.L.C. on

An employee was unable to return to work full time because she was experiencing postpartum depression. She worked half time instead and, according to the employee, she was still able to do everything that was required of her...more

Constangy, Brooks, Smith & Prophete, LLP

A Pregnancy-Disability-FMLA Triple Whammy

Pow! Pow! Pow! The College of Wooster, in Wooster, Ohio (student body approx. 2,000), is going to have to go to trial on a triple whammy of pregnancy discrimination, failure to accommodate a disability, and violations of...more

U.S. Equal Employment Opportunity Commission...

Estée Lauder Companies to Pay $1.1 Million to Settle EEOC Class Sex Discrimination Lawsuit

Cosmetics Giant Provided New Fathers Less Paid Leave and Related Benefits for Child Bonding Than It Provided to New Mothers, Federal Agency Charged - WASHINGTON - Estée Lauder, one of the world's leading manufacturers and...more

U.S. Equal Employment Opportunity Commission...

National Association for The Education Of Young Children To Pay $41,777 To Settle EEOC Equal Pay Lawsuit

Professional Membership Organization Paid Female Associate Editor Lower Wages Than Male Counterpart, Federal Agency Charged - WASHINGTON - The National Association for the Education of Young Children (NAEYC), a...more

Jackson Lewis P.C.

Agreement’s Requirement To Forego Claims Of Future Discriminatory Conduct May Constitute A Materially Adverse Action

by Jackson Lewis P.C. on

In Lester v. O’Rourke, the United States District Court for the North District of Illinois held that Plaintiff is entitled to trial on his Title VII retaliation claim after he signed a Last Chance Agreement (“LCA”) that...more

U.S. Equal Employment Opportunity Commission...

Applebee’s Grill and Bar to Pay $75,000 To Settle EEOC Sexual Harassment Lawsuit

Assistant Manager at North Myrtle Beach Location Subjected Two Sisters to Sexual Comments and Touching, Federal Agency Charged - FLORENCE, S.C. - New Apple, Inc., doing business as Applebee's Grill and Bar, a North...more

Poyner Spruill LLP

Fourth Circuit Addresses Question of Employer Knowledge in Title VII Retaliation Suit

by Poyner Spruill LLP on

Title VII of the Civil Rights Act of 1964 prohibits not only discrimination in employment on the basis of certain protected categories such as race, but also retaliation against an employee who opposes such discrimination....more

U.S. Equal Employment Opportunity Commission...

Scion Dental to Pay $98,000 to Settle EEOC Race Discrimination Suit

Dental Benefit Administration Company Rejected Qualified African American Candidate Based on Race, Federal Agency Charged - MILWAUKEE -Scion Dental, a Wisconsin-based dental benefit administration company, has agreed to...more

U.S. Equal Employment Opportunity Commission...

Golden Corral Franchisee to Pay $85,000 to Settle EEOC Disability and Sex Harassment Lawsuit

Restaurant Assistant Manager Physically and Verbally  Abused Autistic Employee and Forced Him to Quit to Escape Harassment, Federal Agency Charged - Charlotte, N.C. - Jax, LLC, which operates a Golden Corral restaurant in...more

U.S. Equal Employment Opportunity Commission...

EEOC Sues Lafayette Schools’ Federal Credit Union for Retaliation

Credit Union Fired a Branch Manager the Day After She Opposed Its Use of a Racially Offensive Video During a Training Session, Agency Says - NEW ORLEANS - Lafayette Schools' Federal Credit Union unlawfully fired its only...more

Jackson Lewis P.C.

Pregnancy-Related Restroom Breaks May Be Protected Under ADA, And Not Title VII

by Jackson Lewis P.C. on

Claiming that frequent restroom breaks were required by a pregnancy-related medical condition, a former employee’s claims were allowed to proceed under the Americans with Disability Act, but not Title VII. In Wadley v....more

Bond Schoeneck & King PLLC

Crime and Punishment: Using Criminal Histories, Arrest Records, and Background Checks in Employment

by Bond Schoeneck & King PLLC on

Every employer wants to promote and sustain a safe workplace. One way in which employers try to accomplish this goal is to conduct background checks on its applicants or new hires to assess whether they might pose a risk to...more

Seyfarth Shaw LLP

Tenth Circuit Reaffirms That Title VII Does Not Require Employers to Offer an Employee Their “Preferred” Religious Accommodation

by Seyfarth Shaw LLP on

Title VII requires employers to make “reasonable accommodations” for an employee’s religious practices. But what is “reasonable” has been the subject of much debate and litigation. ...more

U.S. Equal Employment Opportunity Commission...

Car Wash Headquarters to Pay $225,000 to Settle EEOC Class Race Discrimination Lawsuit

Company Failed to Promote African-American Employees to Management, Federal Agency Charged - BIRMINGHAM, Ala. - Car Wash Headquarters, doing business as Mister Car Wash and Mister Hotshine has agreed to pay $225,000 in...more

U.S. Equal Employment Opportunity Commission...

TrueCore Behavioral Solutions to Pay $38,000 To Settle EEOC Equal Pay and Title VII Lawsuit

Company Failed to Pay Female Investigator the Same as a Male Investigator, Federal Agency Charged - LITTLE ROCK, Ark. - TrueCore Behavioral Solutions, a manager of programs and services at a juvenile correction facility...more

U.S. Equal Employment Opportunity Commission...

EEOC Sues Halliburton For National Origin and Religious Discrimination

Supervisors and Co-Workers Harassed Two Muslim Employees, Federal Agency Charges - DALLAS - The U.S. Equal Employment Opportunity Commission announced today that it has filed suit against energy giant Halliburton Energy...more

Constangy, Brooks, Smith & Prophete, LLP

The SCOTUS Contenders On Employment Law: Raymond Kethledge

Here is a judge an employer can love. In our continuing series on the employment law rulings of President Trump's "short-list" candidates for Justice Anthony Kennedy's seat on the U.S. Supreme Court, we turn to Judge...more

FordHarrison

Does Giztoob Get it Right?

by FordHarrison on

In a recent episode of “The Unbreakable Kimmy Schmidt,” Kimmy settles into a new job in management / human resources at a small tech startup company, Giztoob. Her boss orders her to fire an employee because he’s always late....more

Carlton Fields

Fifth Circuit Reversed Judgment Compelling Arbitration Because Unsigned Arbitration Agreement Was Invalid

by Carlton Fields on

This matter involved a lawsuit brought in Texas federal court by a former employee (Huckaba) against Ref-Chem L.P., alleging sexual harassment, discrimination and retaliation in violation of Title VII. ...more

Fisher Phillips

Can You Be Held Personally Liable In An Employment Lawsuit? The Answer Lies Down A Rabbit Hole

by Fisher Phillips on

In “Alice in Wonderland,” the Queen of Hearts once proclaimed, “Why, sometimes I've believed as many as six impossible things before breakfast.” This appears to be the rallying cry of many plaintiffs across the country when...more

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JD Supra Privacy Policy

Updated: May 25, 2018:

JD Supra is a legal publishing service that connects experts and their content with broader audiences of professionals, journalists and associations.

This Privacy Policy describes how JD Supra, LLC ("JD Supra" or "we," "us," or "our") collects, uses and shares personal data collected from visitors to our website (located at www.jdsupra.com) (our "Website") who view only publicly-available content as well as subscribers to our services (such as our email digests or author tools)(our "Services"). By using our Website and registering for one of our Services, you are agreeing to the terms of this Privacy Policy.

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Collection of Information

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We use the information and data we collect principally in order to provide our Website and Services. More specifically, we may use your personal information to:

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Children's Information

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Links to Other Websites

Our Website and Services may contain links to other websites. The operators of such other websites may collect information about you, including through cookies or other technologies. If you are using our Website or Services and click a link to another site, you will leave our Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We are not responsible for the data collection and use practices of such other sites. This Policy applies solely to the information collected in connection with your use of our Website and Services and does not apply to any practices conducted offline or in connection with any other websites.

Information for EU and Swiss Residents

JD Supra's principal place of business is in the United States. By subscribing to our website, you expressly consent to your information being processed in the United States.

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  • Your Rights
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You can make a request to exercise any of these rights by emailing us at privacy@jdsupra.com or by writing to us at:

Privacy Officer
JD Supra, LLC
10 Liberty Ship Way, Suite 300
Sausalito, California 94965

You can also manage your profile and subscriptions through our Privacy Center under the "My Account" dashboard.

We will make all practical efforts to respect your wishes. There may be times, however, where we are not able to fulfill your request, for example, if applicable law prohibits our compliance. Please note that JD Supra does not use "automatic decision making" or "profiling" as those terms are defined in the GDPR.

  • Timeframe for retaining your personal information: We will retain your personal information in a form that identifies you only for as long as it serves the purpose(s) for which it was initially collected as stated in this Privacy Policy, or subsequently authorized. We may continue processing your personal information for longer periods, but only for the time and to the extent such processing reasonably serves the purposes of archiving in the public interest, journalism, literature and art, scientific or historical research and statistical analysis, and subject to the protection of this Privacy Policy. For example, if you are an author, your personal information may continue to be published in connection with your article indefinitely. When we have no ongoing legitimate business need to process your personal information, we will either delete or anonymize it, or, if this is not possible (for example, because your personal information has been stored in backup archives), then we will securely store your personal information and isolate it from any further processing until deletion is possible.
  • Onward Transfer to Third Parties: As noted in the "How We Share Your Data" Section above, JD Supra may share your information with third parties. When JD Supra discloses your personal information to third parties, we have ensured that such third parties have either certified under the EU-U.S. or Swiss Privacy Shield Framework and will process all personal data received from EU member states/Switzerland in reliance on the applicable Privacy Shield Framework or that they have been subjected to strict contractual provisions in their contract with us to guarantee an adequate level of data protection for your data.

California Privacy Rights

Pursuant to Section 1798.83 of the California Civil Code, our customers who are California residents have the right to request certain information regarding our disclosure of personal information to third parties for their direct marketing purposes.

You can make a request for this information by emailing us at privacy@jdsupra.com or by writing to us at:

Privacy Officer
JD Supra, LLC
10 Liberty Ship Way, Suite 300
Sausalito, California 94965

Some browsers have incorporated a Do Not Track (DNT) feature. These features, when turned on, send a signal that you prefer that the website you are visiting not collect and use data regarding your online searching and browsing activities. As there is not yet a common understanding on how to interpret the DNT signal, we currently do not respond to DNT signals on our site.

Access/Correct/Update/Delete Personal Information

For non-EU/Swiss residents, if you would like to know what personal information we have about you, you can send an e-mail to privacy@jdsupra.com. We will be in contact with you (by mail or otherwise) to verify your identity and provide you the information you request. We will respond within 30 days to your request for access to your personal information. In some cases, we may not be able to remove your personal information, in which case we will let you know if we are unable to do so and why. If you would like to correct or update your personal information, you can manage your profile and subscriptions through our Privacy Center under the "My Account" dashboard. If you would like to delete your account or remove your information from our Website and Services, send an e-mail to privacy@jdsupra.com.

Changes in Our Privacy Policy

We reserve the right to change this Privacy Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our Privacy Policy will become effective upon posting of the revised policy on the Website. By continuing to use our Website and Services following such changes, you will be deemed to have agreed to such changes.

Contacting JD Supra

If you have any questions about this Privacy Policy, the practices of this site, your dealings with our Website or Services, or if you would like to change any of the information you have provided to us, please contact us at: privacy@jdsupra.com.

JD Supra Cookie Guide

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How We Use Cookies and Other Tracking Technologies

We use cookies and other tracking technologies to:

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There are different types of cookies and other technologies used our Website, notably:

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JD Supra Cookies. We place our own cookies on your computer to track certain information about you while you are using our Website and Services. For example, we place a session cookie on your computer each time you visit our Website. We use these cookies to allow you to log-in to your subscriber account. In addition, through these cookies we are able to collect information about how you use the Website, including what browser you may be using, your IP address, and the URL address you came from upon visiting our Website and the URL you next visit (even if those URLs are not on our Website). We also utilize email web beacons to monitor whether our emails are being delivered and read. We also use these tools to help deliver reader analytics to our authors to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

Analytics/Performance Cookies. JD Supra also uses the following analytic tools to help us analyze the performance of our Website and Services as well as how visitors use our Website and Services:

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Facebook, Twitter and other Social Network Cookies. Our content pages allow you to share content appearing on our Website and Services to your social media accounts through the "Like," "Tweet," or similar buttons displayed on such pages. To accomplish this Service, we embed code that such third party social networks provide and that we do not control. These buttons know that you are logged in to your social network account and therefore such social networks could also know that you are viewing the JD Supra Website.

Controlling and Deleting Cookies

If you would like to change how a browser uses cookies, including blocking or deleting cookies from the JD Supra Website and Services you can do so by changing the settings in your web browser. To control cookies, most browsers allow you to either accept or reject all cookies, only accept certain types of cookies, or prompt you every time a site wishes to save a cookie. It's also easy to delete cookies that are already saved on your device by a browser.

The processes for controlling and deleting cookies vary depending on which browser you use. To find out how to do so with a particular browser, you can use your browser's "Help" function or alternatively, you can visit http://www.aboutcookies.org which explains, step-by-step, how to control and delete cookies in most browsers.

Updates to This Policy

We may update this cookie policy and our Privacy Policy from time-to-time, particularly as technology changes. You can always check this page for the latest version. We may also notify you of changes to our privacy policy by email.

Contacting JD Supra

If you have any questions about how we use cookies and other tracking technologies, please contact us at: privacy@jdsupra.com.

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