In Bostock v. Clayton County, the Supreme Court ruled that anti-LGBTQ discrimination violates the federal law against discrimination in the workplace. The Bostock case consisted of three cases that ...
In Massey v. Borough of Bergenfield, argued before the U.S. Court of Appeals for the Third Circuit on Oct. 28, 2025, the parties dispute the legality of the current, employer-friendly, “background ...
The case came about as one of the first cases adhering to the Supreme Court ruling that employees aren’t required to show sustainable damage such as pay cuts, demotions or terminations to pursue ...
A federal court ruled California’s FEHA applies to Workday’s alleged discriminatory hiring practices conducted from California on behalf of nationwide employers. Mobley v. Workday, Inc., 2026 BL ...
The racial discrimination case filed against Google states that an employee was unfairly treated and wrongfully terminated ...
Most U.S. Supreme Court terms tend to include at least one significant labor and employment law decision. In 2025, the justices handed down a verdict that could prove to be one of their most ...
UPDATE: April 14, 2026: The U.S. Equal Employment Opportunity Commission announced on Friday it settled with a Missouri subsidiary of Republic Services for $200,000. The agreement brings an end to a ...
"The filing of systemic actions really has been downplayed and is not the main focus or emphasis by the EEOC anymore," said Gerald Maatman Jr., a Duane Morris partner. Lawsuits filed by the Equal ...
A lawsuit filed against the Dauphin County Prison claims a supervisor was guilty of retaliation, discrimination, and ...
Preemptive planning, such as ensuring that employee handbooks address synthetic media or manipulated content, and training human resources employees to evaluate and identify deepfakes in the workplace ...
A Christian man who sued the government after claiming he had a phobia of Pride flags has lost his religious discrimination case. Mark Jennings accepted a job as a work coach with the Department for ...
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