NASCAR has been sued for race discrimination, gender discrimination, and sexual harassment. The plaintiff, a black female former official, seeks $225 million in damages.
The plaintiff, Mauricia Grant, worked as a technical inspector in NASCAR’s second-tier Nationwide Series until she was fired in October 2007. She’d been with the organization since 2005, when she alleges the harassment and discrimination began. Continue reading
The Equal Employment Opportunity Commission (EEOC) can add another major victory to the scorebooks. Earlier this week, the Commission settled a discrimination lawsuit for $2.2 million. The actions at issue are said to trace back to a supervisor who is no longer with the restaurant. This should be a wake-up call for employers who don’t provide employment-law training to supervisors, helping to prevent and eliminate discrimination and harassment in the workplace. Continue reading
The Department of Justice has been sued by an employee who alleges racial discrimination and sexual and race-based harassment.
A 13-year veteran paralegal in the Civil Rights Division of the Department of Justice (DOJ) has filed suit claiming she was discriminated against and harassed by managers who repeatedly passed her over for advancement because she is African-American. Joi Hyatte alleges that the DOJ “actively” sought only white and Hispanic candidates for higher-paying analyst positions. Continue reading
The United States Supreme Court is anything but anti-employee. The Supreme Court’s decisions in Cracker Barrel and Gomez-Perez, filed yesterday, continue to broaden the limits of Section 1981 in favor of employees.
Recently, employee-advocate groups have made great sport out of attacking the Supreme Court’s employment-discrimination decisions–using them to raise the hue and cry for legislative reform. This week’s rulings in CBOCS West, Inc v. Humphries (the “Cracker Barrel” case), and Gomez-Perez v. Potter show that employee advocates and plaintiffs’ lawyers have little to complain about.
Racial discrimination comes in many forms and, following a recent opinion from the Second Circuit, discrimination due to an employee’s interracial relationship is one of them.
Employment discrimination laws prohibit employers from making decisions based on race, gender, religion, disability, and certain other characteristics. Since the passage of the Civil Rights Act of 1964, these laws have addressed discrimination based on the characteristic of the employee. But lately there has been an increase in cases of “associational discrimination.” Continue reading
Racial discrimination is still a grim reality. Just ask Conective Energy, which has settled a suit filed by the EEOC for $1.65 million. Even in our super-modernized, uber-fast, and always-accessible culture, race-based discrimination has managed to stand its ground despite the changed landscape around it. The Conectiv case is a discouraging testament to this often invisible fact.
Employers face another obesity obstacle.
As everyone knows, Americans have been gaining more and more weight over the past forty years or so, as confirmed by the National Institute of Health’s website. Reading the recent post in this blog about obesity policies made me wonder whether the Americans with Disabilities Act is the only law that such a policy might conflict with. What about Title VII of the Civil Rights Act of 1964? Continue reading