United States Supreme Court Considers Title VII Reverse Discrimination Framework
Recently, the United States Supreme Court granted certiorari in a case from the United States Court of Appeals for the Sixth Circuit regarding the standards of proof applicable to Title VII reverse discrimination claims.
Recent EEOC Enforcement Actions on Religious Discrimination Claims
Over the last few years, the Equal Employment Opportunity Commission (“EEOC”) has seen an uptick in religious-based discrimination charges under Title VII of the Civil Rights Act of 1964.
Supreme Court Clarifies the Standard for Alleging Discrimination Under Title VII
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin.
EEOC Updates Guidelines on Workplace Harassment
On April 29, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) published new Guidance to prevent harassment in the workplace.
EEOC Issues Final Rule For the Pregnant Workers Fairness Act
In Siger v. City of Chester, the Pennsylvania Supreme Court for the first time reviewed the extent of a Receiver’s authority under Act 47. The Siger Court could have limited the effectiveness of Receivership under Act 47, as it has done in the past with other Act 47 provisions.
7th Circuit Court of Appeals Upholds Firefighter Physical Testing: The Decision Underscores the Importance of Ensuring That Testing Standards Are Tailored for the Requirements of the Position
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on a protected classification. It also prohibits discrimination which occurs as a result of a facially neutral policy or practice that has a disproportionate adverse effect on the members of a protected class. Physical abilities testing for job applicants has been a common source of Title VII litigation under this “disparate impact” theory
