Employment and Work

  • Determined that the requirements for the timely filing of federal employment discrimination claims are regulated by the facts of the case, not a bright-line rule.
  • Determined evidence requirements to prove discriminatory intent in a prima facie discrimination case under Title VII for discrimination in promotion.
  • Determined the constitutionality of an affirmative action program targeted at economically and socially disadvantaged small business owners.
  • Determined whether workers who provide information during an employer’s investigation of a sexual harassment or other discrimination complaint are protected from retaliation by federal law.
  • Concerned the right of a domestic violence victim to take leave from work for proceedings and medical care under California's domestic violence leave law and the Family Rights act.
  • Determined the right to sue under Title VII for wrongful discharge when a woman is dismissed from employment because her batterer works in the same establishment and has threatened with violence if she is not fired.
  • Determined whether the AFL-CIO violated Title VII by compensating employees in predominantly-female jobs at a lower rate than employees in predominantly-male jobs.
  • Determined whether it is proper for a a federal appeals court to overturn the jury verdict when a sexual harassment plaintiff has convinced a jury that she was subjected to a hostile environment in her workplace.
  • Concerned sex discrimination, retaliation, and Equal Pay Act claims by female elevator mechanic denied equal job opportunities and subjected to sexual harassment by co-workers and supervisors.
  • Determined whether Wal-Mart's female employees should be treated as a nationwide class in a Title VII suit against their employer.
  • Determined whether a court could reverse a ruling of discrimination on the grounds that the lower court findings were clearly erroneous.
  • Determined whether the EEOC has the authority to pursue individual remedies in court when the individual employee has signed a mandatory arbitration agreement.