The Civil Rights Act of 1964 is a landmark civil rights and labor law in the United States that outlaws discrimination based on race, color, religion, sex, and national origin. It prohibits unequal application of voter registration requirements, racial segregation in schools and public accommodations, and employment discrimination. The act "remains one of the most significant legislative achievements in American history".
Oncale v. Sundowner Offshore Services, 523 U.S. 75 (1998), is a landmark decision of the US Supreme Court. The case arose out of a suit for sex discrimination by a male oil-rig worker, who claimed that he was repeatedly subjected to sexual harassment by his male co-workers with the acquiescence of his employer. The Court held that the protection of Title VII of the Civil Rights Act of 1964 against workplace discrimination "because of... sex" applied to harassment in the workplace between members of the same sex.
The Age Discrimination in Employment Act of 1967 is a United States labor law that forbids employment discrimination against anyone, at least 40 years of age, in the United States. In 1967, the bill was signed into law by President Lyndon B. Johnson. The ADEA prevents age discrimination and provides equal employment opportunity under the conditions that were not explicitly covered in Title VII of the Civil Rights Act of 1964. The act also applies to the standards for pensions and benefits provided by employers, and requires that information concerning the needs of older workers be provided to the general public.
Grove City College v. Bell, 465 U.S. 555 (1984), was a case in which the United States Supreme Court held that Title IX, which applies only to colleges and universities that receive federal funds, could be applied to a private school that refused direct federal funding but for which a large number of students had received federally funded scholarships. The Court also held that the federal government could require a statutorily mandated "assurance of compliance" with Title IX even though no evidence had been presented to suggest that Grove City College had discriminated. However, the Court also held that the regulation would apply only to the institution's financial aid department, not to the school as a whole.
Burlington Northern & Santa Fe (BNSF) Railway Co. v. White, 548 U.S. 53 (2006), is a US labor law case of the United States Supreme Court on sexual harassment and retaliatory discrimination. It was a landmark case for retaliation claims. It set a precedent for claims which could be considered retaliatory under Title VII of the Civil Rights Act of 1964. In this case the standard for retaliation against a sexual harassment complainant was revised to include any adverse employment decision or treatment that would be likely to dissuade a "reasonable worker" from making or supporting a charge of discrimination.
Ensley High School is a former high school which was located in the Ensley neighborhood of Birmingham, Alabama. It was founded in 1901 to serve the then-independent community of Ensley, which was centered on major plants operated by U.S. Steel and the American Cast Iron Pipe Company. It began with classes held at the Old Bush School before the old building, designed by architect David O. Whilldin was constructed in 1908. In 2006, Ensley High School was merged into newly built Jackson-Olin High School.
National Collegiate Athletic Association v. Smith, 525 U.S. 459 (1999), was a case in which the Supreme Court of the United States ruled that the NCAA's receipt of dues payments from colleges and universities which received federal funds, was not sufficient to subject the NCAA to a lawsuit under Title IX.
Alexander v. Sandoval, 532 U.S. 275 (2001), was a Supreme Court of the United States decision that a regulation enacted under Title VI of the Civil Rights Act of 1964 did not include a private right of action to allow private lawsuits based on evidence of disparate impact.
Nevada Department of Human Resources v. Hibbs, 538 U.S. 721 (2003), was a United States Supreme Court case which held that the Family and Medical Leave Act of 1993 was "narrowly targeted" at "sex-based overgeneralization" and was thus a "valid exercise of [congressional] power under Section 5 of the Fourteenth Amendment."
Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), is an employment discrimination decision of the Supreme Court of the United States. Employers cannot be sued under Title VII of the Civil Rights Act of 1964 over race or gender pay discrimination if the claims are based on decisions made by the employer 180 days ago or more. Justice Alito held for the five-justice majority that each paycheck received did not constitute a discrete discriminatory act, even if it was affected by a prior decision outside the time limit. Ledbetter's claim of the “paycheck accrual rule” was rejected. The decision did not prevent plaintiffs from suing under other laws, like the Equal Pay Act, which has a three-year deadline for most sex discrimination claims, or 42 U.S.C. 1981, which has a four-year deadline for suing over race discrimination.
J. E. B. v. Alabama ex rel. T. B., 511 U.S. 127 (1994), was a landmark decision of the Supreme Court of the United States holding that peremptory challenges based solely on a prospective juror's sex are unconstitutional. J.E.B. extended the court's existing precedent in Batson v. Kentucky (1986), which found race-based peremptory challenges in criminal trials unconstitutional, and Edmonson v. Leesville Concrete Company (1991), which extended that principle to civil trials. As in Batson, the court found that sex-based challenges violate the Equal Protection Clause.
CBOCS West, Inc., v. Hedrick G. Humphries, 553 U.S. 442 (2008), is a United States Supreme Court case in which the Court ruled that the petitioner, Hedrick Humphries, was unfairly retaliated against by CBOCS West Inc. for complaining to managers about the dismissal of another black employee for race reasons. The court found that CBOCS West Inc. had violated the Civil Rights Act of 1871 and the Civil Rights Act of 1964.
In American law, the clear statement rule is a guideline for statutory construction, instructing courts to not interpret a statute in a way that will have particular consequences unless the statute makes unmistakably clear its intent to achieve that result. According to law professor William Popkin, such rules "insist that a particular result can be achieved only if the text…says so in no uncertain terms."
County of Washington v. Gunther, 452 U.S. 161 (1981), is a United States labor law case concerning discrimination and the lower standards of protection for gender pay because of the Bennett Amendment in Title VII of the Civil Rights Act of 1964, §703(h).
University of Texas Southwestern Medical Center v. Nassar, 570 U.S. 338 (2013), was a Supreme Court of the United States case involving the standard of proof required for a retaliation claim under Title VII of the Civil Rights Act of 1964. The Court held that while Title VII applies a mixed motive discrimination framework to claims of discrimination on the basis of race, color, religion, sex, or national origin, that framework did not apply to claims of retaliation under 42 U.S.C. § 2000e-3. The Court reasoned that based on its decision in Gross v. FBL Financial Services, Inc. and on common law principles of tort law, the plaintiff was required to show that a retaliatory motive was the "but for" cause of the adverse employment action.
Young v. United Parcel Service, 575 U.S. 206 (2015), is a United States Supreme Court case that the Court evaluated the requirements for bringing a disparate treatment claim under the Pregnancy Discrimination Act. In a 6–3 decision, the Court held that to bring such a claim, a pregnant employee must show that their employer refused to provide accommodations and that the employer later provided accommodations to other employees with similar restrictions. The Court then remanded the case to the United States Court of Appeals for the Fourth Circuit to determine whether the employer engaged in discrimination under this new test.
Title IX of the United States Education Amendments of 1972 prohibits discrimination "on the basis of sex" in educational programs and activities that receive financial assistance from the federal government. The Obama administration interpreted Title IX to cover discrimination on the basis of assigned sex, gender identity, and transgender status. The Trump administration determined that the question of access to sex-segregated facilities should be left to the states and local school districts to decide. The validity of the executive's position is being tested in the federal courts.
Corporation of Presiding Bishop v. Amos, 483 U.S. 327 (1987), is a United States Supreme Court case in which the court decided that the exemption of religious organizations from the prohibition of religious discrimination in employment in Title VII of the Civil Rights Act is constitutional. Appellee Arthur Frank Mayson worked for 16 years in an organization operated by the Church of Jesus Christ of Latter-day Saints. He was terminated from employment when he "failed to qualify for a temple recommend, that is, a certificate that he is a member of the Church and eligible to attend its temples." He filed suit in district court, arguing that his firing violated discrimination on the basis of religion in Title VII of the Civil Rights Act. The district court agreed. The case was appealed directly to the Supreme Court. The Supreme Court reversed, holding that Title VII's exemption of religious organizations from the prohibition on religious discrimination, even in secular activities, did not violate the First Amendment.
Franklin v. Gwinnett County Public Schools, 503 U.S. 60 (1992), is a United States Supreme Court Case in which the Court decided, in a unanimous vote, that monetary relief is available under Title IX of the Federal Education Amendments of 1972.
Gebser v. Lago Vista 524 U.S. 274 (1998) is a United States Supreme Court ruling regarding sexual harassment in schools. The case was heard before the Rehnquist Court on March 25, 1998, and decided on June 22, 1998. In a 5-4 ruling, the Court held that a school district may be liable for a teacher's sexual harassment of a student, but in order for an aggrieved party to recover damages under Title IX, a school official who had authority to address the alleged discrimination must have actual knowledge of the discrimination and must be deliberately indifferent.
