[ii] Moreover, wherever sexual harassment is rampant, it is likely that racial, religious, and/or homophobic harassment is also occurring. For example, after dozens of women exposed a culture of sexual harassment at FOX News, 13 current and former employees revealed that they had suffered years of racial harassment at the hands of the company’s longtime comptroller
In the course of rising in the ranks while working at the defendant firm, the Plaintiff was subjected to a false and repugnant rumor that her professional advancement was due to her having a sexual relationship with a male manager. The rumor’s spreading resulted in Ms. Parker facing harassment and discrimination, and when she tried to stop the rumor and complained about the harassment she was facing, the company retaliated against her and ultimately terminated her employment
Parker v. Reema Consulting_NWLC NELA Amici Brief_053018.pdf
Davis filed an internal complaint alleging sexual harassment and assault by an individual in her department, who was investigated and eventually resigned
NELA Amicus Brief Fort Bend County TX v Davis.pdf
Nassar suffered discrimination and harassment at the hands of his supervisor, resulting in his constructive discharge, and was retaliated against when he complained of the illegal treatment directed toward him. A jury returned a verdict in favor of Dr
Court of Appeals for the Fourth Circuit in support of plaintiff DeMasters who was wrongfully terminated in retaliation for using established internal complaint mechanisms to notify Carilion Clinic about the sexual harassment of a co-worker by a supervisor
DeMasters v. Carilion Clinic_NELA Amicus Brief.pdf
addressing not only the pervasive workplace discrimination LGBTQ workers face, but more importantly the lack of clarity that exists in applying workplace protection laws to those who are discriminated against on the basis of sexual orientation or gender identity. The amicus brief, written by Impact Fund’s Lindsay Nako and David Nahmias, working in close collaboration with NELA members, focuses on the circuit split in the treatment of discrimination on the basis of sexual orientation. This is further confused by the existing consensus among the circuits regarding discrimination based on transgender status
Bostock, Zarda, Harris - Amicus Brief of Impact Fund NELA Brief and Appendix.pdf
The brief discusses how an unduly restrictive definition of who qualifies as a "supervisor," and therefore whose behavior automatically imputes liability to the employer, would discourage employers from implementing internal anti-harassment policies and grievance procedures that could help deter harassment. The goal of deterring harassment was central to the Supreme Court’s reasoning in Faragher and Ellerth, and adopting the EEOC’s definition would provide employers with the incentive to develop procedures that could deter those who would be most likely to engage in harassment
#11-556_Vance v Ball St_NELA Amicus_Final.pdf
Escriba is appealing from a jury verdict in favor of the employer. The ruling below upholding the jury verdict was premised on a flawed interpretation of the law that Ms
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This case asks the court to affirm a jury’s verdict that FTS’s company-wide policy requiring its cable technicians to work overtime hours without compensation violated the Fair Labor Standards Act (FLSA)
NELA Amicus Brief_FINAL_7.02.15.pdf
The brief discusses how an unduly restrictive definition of who qualifies as a "supervisor," and therefore whose behavior automatically imputes liability to the employer, would discourage employers from implementing internal anti-harassment policies and grievance procedures that could help deter harassment. The goal of deterring harassment was central to the Supreme Court’s reasoning in Faragher and Ellerth , and adopting the EEOC’s definition would provide employers with the incentive to develop procedures that could deter those who would be most likely to engage in harassment
Amici ask the Pennsylvania Supreme Court to affirm the lower court’s decision upholding the jury verdict in favor of thousands of Wal-Mart employees in Pennsylvania who were unlawfully denied rest breaks and consistently subjected to other wage and hour violations
Braun Amicus Brief FILED 01 22 2013 in PA SCT.PDF
In October 2008, employee John Doe confided to DeMasters that Doe was being sexually harassed. DeMasters, with Doe’s consent, contacted Carilion’s human resources (HR) department to report the harassment and initiate an investigation
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PELA is a statewide organization of more than 140 attorneys who represent workers in discrimination, harassment, retaliation, whistleblower, and other employment matters
Similar media stories have come out about the 44, 000 women employees of Sterling Jewelry who were systemically paid less than their male colleagues and who suffered severe sexual harassment. NELA member attorneys at Cohen Milstein Sellers & Toll PLLC are pursuing this case, and the New York Times published a superb article on how Sterling Jewelry has attempted to shut down their claims and collective action through forced arbitration
” The jury was instructed to return an aggregate verdict on damages, and that individuals who had already received full compensation could not receive any award...The jury returned a verdict of almost $2.9 million, just under $5.8 million with liquidated damages
Tyson v. Bouaphakeo_AARP, NELP, NELA Amicus Brief.pdf
The jury was instructed to return an aggregate verdict on damages, and that individuals who had already received full compensation could not receive any award...The jury returned a verdict of almost $2.9 million, just under $5.8 million with liquidated damages
While the discrimination at issue in this case extends beyond the workplace, joining this brief is consistent with the commitment NELA has made in our amicus priorities to “[a]rgue for broad interpretation of statutes and development of laws protecting workers on the basis of sexual orientation and gender identity,” as many transgender workers are not protected by the narrow injunction granted by the district court