Number 32: Understanding Retaliation Claims Under Title VII and the Employee’s Good Faith Belief Requirement One of the plaintiffs’ bar’s perennial favorite claims is the amorphous and, hence, ubiquitous retaliation claim.  Over the years, the law under Title VII has made these claims more difficult for plaintiffs to bring.  At the same time the federal courts…

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Number 9:  And Then There Were None”:  The Story of the Rise and Fall of Discrimination Class Actions under Title VII The EEOC made a name for itself in the early days of Title VII by bringing large “pattern or practice” cases.  Employers were forced to reevaluate their policies to see if protected groups —…

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Category: EEO,

It has been almost eight years since the United States Supreme Court decided the Lilly Ledbetter case under Title VII and six years since President Obama invited Ledbetter to attend his State of the Union address.  You may or may not remember that Ledbetter’s attempt to sue under the theory that the statute of limitations…

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Category: Equal Pay,

In EEOC v. Mach Mining LLC, the Seventh Circuit answered this question in the negative.  Finding that the EEOC’s failure to adequately conciliate was not a valid defense as courts do not have the tools to adequately assess conciliation efforts, the court dismissed Mach Mining’s motion.

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Category: EEO,

If you thought the California Department of Fair Employment (“DFEH”) was not busy monitoring compliance with employers’ sexual harassment prevention training obligations, think again.  The DFEH recently entered into a settlement agreement with the City of San Diego concerning its failure to provide mandatory sexual harassment training to city supervisors, including elected and appointed officials. …

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Category: Sexual Harassment,