The U.S. Supreme Court refused Monday to review a Second Circuit decision barring a former IBM employee from publicizing her arbitration win on age bias claims, despite her assertion that the appeals court improperly valued confidentiality over public access to court documents.
States should be working on legislation regulating the use of artificial intelligence tools in employment decisions, ideally holding both vendors and employers accountable and pushing for transparency in how the tools work, investigative journalist Hilke Schellmann said in an exclusive interview with Law360.
SunTrust will pay $14 million to a group of Black financial advisers to end their Washington, D.C., federal court class action alleging the bank blocked them from working with lucrative clients because of their race, a deal that the judge called one of the largest recent bias settlements.
Employers can start submitting information showing the demographic makeup of their workforces to the U.S. Equal Employment Opportunity Commission in late April, the agency announced.
A producer who worked on Diddy's latest album said Monday that he was sexually assaulted and harassed by the rapper and his friends while living and working with him, and also witnessed Diddy providing "laced alcoholic beverages" to minors and sex workers, according to a lawsuit filed in New York federal court.
A Second Circuit panel seemed reluctant Monday to revive a Black office worker's suit claiming her employer unlawfully denied her a promotion because she made internal race bias complaints, with one judge saying he was "confused" by her claims.
A federal judge has ruled that legitimate business interests drove a Washington, D.C., social services agency's choices regarding layoffs in 2010, despite those decisions disproportionately affecting Black workers — deciding the sole claim remaining in a proposed class action that has seen back-and-forth battles for more than 12 years.
Former X Corp. workers urged a California federal court to keep in play their lawsuit alleging that Elon Musk's takeover of the company formerly known as Twitter caused women to lose their jobs, saying they put forward enough detail to survive the company's motion to dismiss.
The Third Circuit declined Monday to revive a Black former Amtrak inspector's racial discrimination suit claiming he was fired out of prejudice, ruling he didn't show bias informed the company's decision to sack him for taking hundreds of dollars in gifts from a contractor.
The Center for Investigative Reporting urged a California federal court not to allow the U.S. Department of Labor to withhold government contractor demographic reports, arguing that any further delays in disclosure would harm the public.
The Ninth Circuit refused Monday to reinstate a former U.S. Department of Defense employee's lawsuit claiming he was heavily criticized and eventually fired after he returned from medical leave to treat his anxiety, despite one dissenting judge saying the case should go before a jury.
Two Black truck drivers for a supermarket chain couldn't beat "voluminous evidence" that they were fired for threatening a co-worker who one called a "rat" or a "snitch," the Third Circuit ruled, refusing to revive their suit blaming race bias for their termination.
A medical clinic will pay $50,000 to end a U.S. Equal Employment Opportunity Commission suit accusing it of illegally disciplining an employee after she missed work due to pregnancy complications and firing her when she contracted COVID-19, a Georgia federal court ruled.
The U.S. Supreme Court declined Monday to review a suit from a Black school administrator who claimed she was denied a promotion for opposing racial desegregation plans, leaving in place a split Eighth Circuit decision that found federal employment bias law didn't protect her.
An Illinois fire department did not fail to accommodate a firefighter's disability by requiring him to attend college classes before giving him a raise, the Seventh Circuit ruled Friday, because raises are not something that workers are necessarily entitled to.
The Tenth Circuit declined Friday to reinstate a middle school assistant principal's lawsuit alleging she was retaliated against for flagging a student's sexual assault, saying she failed to show that the school's reprimand for how she handled the incident was out of line.
The Ninth Circuit appeared hesitant Friday to fully revive a Las Vegas casino employee's suit alleging it did nothing while she was harassed on the casino floor by former NFL player Richard Sherman, with one judge noting that the worker never suffered a negative impact on her job.
Reed Smith LLP has named new managing partners at its two Los Angeles offices, with a longtime corporate attorney assuming control in the Century City office and a labor and employment attorney taking the reins in the downtown Los Angeles office.
A Michigan appeals court has refused to reinstate a former truck company employee's lawsuit alleging she was fired because she was in her 50s and flagged a health issue, saying she failed to rebut the company's argument that she was let go because it no longer had work for her.
A Texas federal judge tossed a teacher's suit claiming he was let go for being gay, ruling that the Montessori school he worked for showed that his contract wasn't renewed because of complaints about his teaching abilities, not his sexual orientation.
A software company fired an 86-year-old employee after he complained that he was not paid for months of work, the worker alleged in a lawsuit filed in New Jersey state court, saying his former employer owes him more than $16,000 in unpaid wages and $32,000 in damages.
In the coming week, attorneys should keep an eye out for a potential ruling on summary judgment bids in a religious discrimination case involving former San Francisco Bay Area Rapid Transit District workers. Here's a look at that case and other labor and employment matters on deck in California.
This week, the Second Circuit will consider a staffing company's challenge to a lower court decision that blocked arbitration proceedings with a worker over a provision in the arbitration agreement that required the worker to pay if he lost the case. Here, Law360 explores this and another major labor and employment case on the docket in New York.
The Eleventh Circuit refused to reinstate a worker's suit accusing a hospital of passing her over for a promotion because she's Black and then placing her on leave after she complained, saying she failed to rebut her employer's argument that it chose a better candidate for the position.
The trustee for a former Major Lindsey & Africa employee pursuing a negligence suit in New York state court against the firm tied to a reported sexual assault has filed an opposition to the legal recruiting giant's motion to compel arbitration, arguing that it disregarded "the seismic shift in the law against forced arbitration."
A former Waterbury Hospital executive is suing her ex-employer in Connecticut federal court, saying it posted her job on a career site while she was on medical leave and then fired her so the CEO could "replace her with someone younger and more attractive."
BNSF Railway Co. is urging a Washington federal court to dismiss claims that it fired a worker for using medical leave, arguing that the evidence shows the company honestly believed the worker misused leave as vacation days.
A proposed class action claiming a Los Angeles-area Waldorf Astoria hotel owes workers wages will head back to state court after a California federal judge found that the luxury hotel didn't show the amount in controversy is more than $5 million.
Tracey Diamond and Evan Gibbs at Troutman Pepper discuss how themes in Steven Spielberg's Science Fiction masterpiece "Minority Report" — including prediction, prevention and the fallibility of systems — can have real-life implications in workplace investigations.
A recent amendment to New York City's sick leave law authorizes employees for the first time to sue their employers for violations — so employers should ensure their policies and practices are compliant now to avoid the crosshairs of litigation once the law takes effect in March, says Melissa Camire at Fisher Phillips.
A recent report from the New York State Department of Labor indicates that bias against transgender and nonbinary people endures in the workplace, highlighting why employers must create supportive policies and gender transition plans, not only to mitigate the risk of discrimination claims, but also to foster an inclusive work culture, says Michelle Phillips at Jackson Lewis.
It's meaningful that the U.S. Equal Employment Opportunity Commission's strategic enforcement plan prioritizes protecting vulnerable workers, particularly as the backlash to workplace racial equity and diversity, equity and inclusion programs continues to unfold, says Dariely Rodriguez at the Lawyers’ Committee for Civil Rights Under Law.
A recent Connecticut suit brought by an employee terminated after her managers could not reasonably accommodate her Alzheimer's-related dementia should prompt employers to plan how they can compassionately address older employees whose cognitive impairments affect their job performance, while also protecting the company from potential disability and age discrimination claims, says Robin Shea at Constangy.
This year, the combination of an aggressive U.S. Equal Employment Opportunity Commission, a renewed focus on large-scale recruiting and hiring claims, and the injection of the complicated landscape of AI in the workplace means employers should be prepared to defend, among other things, their use of technology during the hiring process, say attorneys at Seyfarth Shaw.
A California state appeals court’s recent decision to throw out an otherwise valid arbitration agreement, where an employee claimed a confusing electronic signature system led her to agree to unfair terms, should alert employers to scrutinize any waivers or signing procedures that may appear to unconscionably favor the company, say Guillermo Tello and Monique Eginli at Clark Hill.
By tightly construing a rarely litigated but frequently asserted term, a California federal court’s ruling that the Freedom of Information Act does not exempt reports to the U.S. Department of Labor on workplace demographics could expand the range of government contractor information susceptible to public disclosure, says John Zabriskie at Foley & Lardner.
As workers increasingly speak out on controversies like the 2024 elections and the Israel-Hamas war, companies should implement practical workplace expression policies and plans to protect their brands and mitigate the risk of violating federal and state anti-discrimination and free speech laws, say attorneys at McDermott.
The track records of and public commentary from U.S. Equal Employment Opportunity Commission leaders — including two recently confirmed Democratic appointees — can provide insight into how the agency may approach access to justice priorities, as identified in its latest strategic enforcement plan, says Aniko Schwarcz at Cohen Milstein.
Amid artificial intelligence and other technological advances, companies must prepare for the associated risks, including a growing suite of privacy regulations, enterprising class action theories and consumer protection challenges, and proliferating disclosure obligations, say attorneys at Eversheds Sutherland.
Following recent oral argument at the U.S. Supreme Court, at least four justices appear to be in favor of overturning the long-standing Chevron deference, and three justices seem ready to uphold it, which means the ultimate decision may rest on Chief Justice John Roberts' vote, say Wayne D'Angelo and Zachary Lee at Kelley Drye.
Given the widespread use of mediation in employment cases, attorneys should take steps to craft mediation statements that efficiently assist the mediator by focusing on key issues, strengths and weaknesses of a claim, which can flag key disputes and barriers to a settlement, says Darren Rumack at Klein & Cardali.