Craig v. Boren, 429 U.S. 190 (1976), was a landmark decision of the US Supreme Court ruling that statutory or administrative sex classifications were subject to intermediate scrutiny under the Fourteenth Amendment's Equal Protection Clause. The case was argued by future Supreme Court justice Ruth Bader Ginsburg while she was working for the American Civil Liberties Union.
The Civil Rights Act of 1991 is a United States labor law, passed in response to United States Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination. The Act represented the first effort since the passage of the Civil Rights Act of 1964 to modify some of the basic procedural and substantive rights provided by federal law in employment discrimination cases. It provided the right to trial by jury on discrimination claims and introduced the possibility of emotional distress damages and limited the amount that a jury could award. It added provisions to Title VII of the Civil Rights Act of 1964 protections expanding the rights of women to sue and collect compensatory and punitive damages for sexual discrimination or harassment.
Wards Cove Packing Co. v. Atonio, 490 U.S. 642 (1989), was a court case concerning employment discrimination, argued before the United States Supreme Court on January 18, 1989, and decided on June 5, 1989.
McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973), is a US employment law case by the United States Supreme Court regarding the burdens and nature of proof in proving a Title VII case and the order in which plaintiffs and defendants present proof. It was the seminal case in the McDonnell Douglas burden-shifting framework.
Bell Atlantic Corp. v. Twombly, 550 U.S. 544 (2007), was a decision of the Supreme Court of the United States involving antitrust law and civil procedure. Authored by Justice David Souter, it established that parallel conduct, absent evidence of agreement, is insufficient to sustain an antitrust action under Section 1 of the Sherman Act. It also heightened the pleading requirement for federal civil cases by requiring for plaintiffs to include enough facts in their complaint to make it plausible, not merely possible or conceivable, that they will be able to prove facts to support their claims. The latter change in the law has been met with a great deal of controversy in legal circles, as evidenced by the dissenting opinion from Justice John Paul Stevens.
Watson v. Fort Worth Bank & Trust, 487 U.S. 977 (1988), is a United States Supreme Court case on United States labor law, concerning proof of disparate treatment under the Civil Rights Act of 1964.
St. Mary's Honor Center v. Hicks, 509 U.S. 502 (1993), was a US labor law case before the United States Supreme Court on the burden of proof and the relevance of intent for race discrimination.
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", that lacks direct evidence of discrimination. It was introduced by the United States Supreme Court in McDonnell Douglas v. Green and Texas Dept. of Community Affairs v. Burdine and has been elaborated on in subsequent cases.
Texas Department of Community Affairs v. Burdine, 450 U.S. 248 (1981), is a United States labor law case of the United States Supreme Court.
Disparate treatment is one kind of unlawful discrimination in US labor law. In the United States, it means unequal behavior toward someone because of a protected characteristic under Title VII of the United States Civil Rights Act. This contrasts with disparate impact, where an employer applies a neutral rule that treats everyone equally in form, but has a disadvantageous effect on some people of a protected characteristic compared to others.
"Mixed motive" discrimination is a category of discrimination under Title VII of the Civil Rights Act of 1964.
DeMarco v. Holy Cross High School 4 F.3d 166 was a discrimination case brought under the Age Discrimination in Employment Act of 1967 ("ADEA"). The appellant, Guy DeMarco, was released from employment before his eligibility for tenure at the age of forty-nine. Holy Cross High School argued that it was not subject to ADEA laws and that if it were, this case against it violated the Free Exercise Clause and the Establishment Clause of the First Amendment. The School also argued that DeMarco had failed to utilize the administrative remedies available.
Hazelwood School District v. United States, 433 U.S. 299 (1977), was a court case argued before the United States Supreme Court on April 27, 1977. It concerned employment discrimination and was decided on June 27, 1977.
Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000), was a case before the United States Supreme Court concerning age discrimination in employment.
Bundy v. Jackson, 641 F.2d 934, was a D.C. Circuit opinion, written by Judge Skelly Wright, that held that workplace sexual harassment could constitute employment discrimination under the Civil Rights Act of 1964.
Babb v. Wilkie, 589 U.S. ___ (2020), is a case of the United States Supreme Court in which the justices considered the scope of protections for federal employees in the Age Discrimination in Employment Act of 1967. Specifically, the Court ruled that plaintiffs only need to prove that age was a motivating factor in the decision in order to sue. However, establishing but for causation is still necessary in determining the appropriate remedy. If a plaintiff can establish that the age was the determining factor in the employment outcome, they may be entitled to compensatory damages or other relief relating to the result of the employment decision.
Groff v. DeJoy, 600 U.S. 447 (2023), was a United States Supreme Court case regarding religious liberty and employment accommodations under Title VII of the Civil Rights Act of 1964. Prior, Trans World Airlines, Inc. v. Hardison (1977) had established that an employer could deny an employee religious exemptions from work if they could show "undue hardship" in making the accommodation, a vague phrase at the center of Groff. The case was decided unanimously for Groff by the Court. While generally upholding Trans World, the court clarified that increased costs that are more than 'de minimis' are not sufficient to demonstrate 'undue hardship', and that the onus is on the employer to demonstrate that granting the exemption would incur "substantial increased costs" compared to the normal costs of business.
Bazemore v. Friday, 478 U.S. 385 (1986), is a United States Supreme Court case in which the Court held that a regression analysis does not have to account for every possible factor that could influence salary in order to be considered as evidence of discrimination.
Federal Express Corp. v. Holowecki, 552 U.S. 389 (2008), was a case decided by the Supreme Court of the United States on February 27, 2008. The ruling provided guidance on what would constitute an adequate filing under the Age Discrimination in Employment Act of 1967 (ADEA).
Muldrow v. City of St. Louis, Missouri is a pending United States Supreme Court case regarding Title VII of the Civil Rights Act of 1964 and whether its protections apply to job transfers, even where the transfer did not result in a "significant disadvantage."
