The Paycheck Fairness Act would go a long way toward eradicating the pay gap by placing the burden on employers to demonstrate that pay disparities are not sex-based, prohibiting retaliation against workers who voluntarily discuss or disclose their wages to others, and barring employers from using salary history in determining future pay so that pay discrimination does not follow women from job to job
Circuit Nominee Halligan Filibustered Again, Circuit Court Hearings Continue & Votes Delayed Republican-Led House Judiciary Subcommittee Holds Hearing On Corporate Justice System House Committee Marks Up Legislation To Address NLRB Appointment Standstill White House Needs Names For Vacancies NELA Bill Chart For The 113th Congress Administrative/Executive Branch News OFCCP Offers March 22 Webinar Regarding February 28 Rescissions NLRB Seeks Supreme Court Review In Noel Canning Case NELA Participates In EEOC Roundtable On Quality Control Plan NELA Comments On Proposed Discovery Rule Changes #JudicialNominations #AFA #Publication #AttorneysFees #FederalRules #WageHour #DOL #ForcedArbitration #EEOC #LegislativePublicPolicy #CJTFA #Newsletter #NLRB #ContinuingLegalEducation #Membership #Discovery #OFCCP
Attractions include Go-Karts, Miniature Golf, Laser Tag, Slick Track, Arcade, Bumper Boats, Batting Cages, and Max Flight
Supreme Court began Monday with an age discrimination case, with broad implications for civil rights enforcement under the Fourteenth Amendment to the Constitution
The district court ruled in contradiction to longstanding jurisprudence, both in the Supreme Court and the circuits, who have long held that discrimination on the basis of sex plus an additional factor (“sex plus”) is discrimination on the basis of sex under Title VII
2019.06.06 Filed Amicus Brief Frappied v. Affinity Gaming.pdf
Court of Appeals for the District of Columbia to reject a district court decision requiring the plaintiff (a federal employee) to prove that discrimination was the “sole reason” for his non-selection
Ponce Amiucs Brief_AARP MWELA NELA_Final_12-28-11.pdf
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 EEOC is the federal agency which is mandated by Congress to enforce many of the country’s anti-discrimination laws in the workplace. The report, Workers’ Rights In Jeopardy: EEOC’s Enforcement of Equal Employment Opportunity Laws Impeded By Inadequate Funding , reports on a national survey of the experiences NELA members face when vindicating their clients’ rights to be free from illegal employment discrimination. The survey was conducted between March 15 - April 2, 2007, in response to the many and on-going critiques by NELA members regarding the EEOC’s charge filing process. The survey finds pervasive resistance to the filing of employment discrimination charges by EEOC personnel as well as inadequate investigations conducted by the agency after charges are filed. #EEOC #Report #Discrimination #LegislativePublicPolicy
Workers' Rights In Jeopardy.pdf
Morrissey-Berru (19-348 & 19-267)) urging the court to strike a delicate balance between religious organizations’ First Amendment rights and the right for workers to be free from discrimination in the workplace. Both Biel and Morrissey-Berru arose after teachers at Catholic schools filed suit alleging discrimination when their contracts were not renewed. Both schools argued that the teachers were “ministers” as they served important religious functions in the course of their employment, and decisions surrounding their employment were therefore exempt from anti-discrimination statutes. The 9 th Circuit disagreed with this assessment, upholding the Hosanna-Tabor totality-of-the-circumstances test
19-267 Nela Amicus pdf FINAL.pdf
#Discrimination #Report
NELA Report Unprotected Rights May 1991_OCR.pdf
NELA developed this Fact Sheet to help NELA members and other workers' rights advocates understand the recently adopted Initial Discovery Protocols For Employment Discrimination Cases, as well as to provide background information on the development of the protocols, summarize the benefits provided by the Protocols, and suggest ways in which attorneys can help encourage the judges before whom they appear to adopt the Protocols. #AgeDiscrimination #RaceDiscrimination #SexDiscrimination #Discrimination #FederalRules #TitleVII
NELA Fact Sheet_Implementating The Initial Discovery Protocols_Feb 2012.pdf
On April 22, 2014, NELA joined the Impact Fund and 24 other nonprofit organizations that advocate for workers’ rights, including the Legal Aid Society, LatinoJustice PRLDEF, the Legal Aid Society-Employment Law Center, the National Employment Law Project and Public Justice, in submitting an amicus curiae brief in the U.S
Jacob v Duane Reade Amicus Brief FINAL1.pdf
NELA and The Institute joined the Leadership Conference on Civil and Human Rights and the National Women’s Law Center in signing on to this brief, which addresses the standard for federal sector employees to prove age discrimination in violation of the ADEA
Final Babb v. Wilkie Amicus Brief (9.25.2019).pdf
Department of Labor, for wrongful termination and discrimination. When the MSPB ruled against her on her termination claim but failed to address her discrimination claim, she brought suit in federal district court
This case concerns whether the Age Discrimination in Employment Act (ADEA) applies to state and local government entities with fewer than twenty employees
Mt. Lemmon v. Guido_US SC_AARP NELA Amicus Brief_071218.pdf
), and the final protocols were adopted by the Judicial Conference Advisory Committee on Civil Rules in November 2011. #Discrimination #AgeDiscrimination #FederalRules #SexDiscrimination #TitleVII #RaceDiscrimination
Initial Discovery Protocols For Employment Cases_Nov 2011.pdf