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".
City of Cleburne v. Cleburne Living Center, Inc., 473 U.S. 432 (1985), was a U.S. Supreme Court case involving discrimination against the intellectually disabled.
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.
Washington v. Davis, 426 U.S. 229 (1976), was a United States Supreme Court case that established that laws that have a racially discriminatory effect but were not adopted to advance a racially discriminatory purpose are valid under the U.S. Constitution.
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.
Sexual orientation discrimination is discrimination based on sexual orientation and/or sexual behaviour.
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.
"Mixed motive" discrimination is a category of discrimination under Title VII of the Civil Rights Act of 1964.
Gross v. FBL Financial Services, Inc., 557 U.S. 167 (2009), was a case decided by the Supreme Court of the United States in 2009, involving the standard of proof required for a claim under the Age Discrimination in Employment Act (ADEA).
Price Waterhouse v. Hopkins, 490 U.S. 228 (1989), was a landmark decision of the US Supreme Court on the issues of prescriptive sex discrimination and employer liability for sex discrimination. The employee, Ann Hopkins, sued her former employer, the accounting firm Price Waterhouse. She argued that the firm denied her partnership because she did not fit the partners' idea of what a female employee should look and act like. The employer failed to prove that it would have denied her partnership anyway, and the Court held that constituted sex discrimination under Title VII of the Civil Rights Act of 1964.
In the United States, all states have passed laws that restrict age discrimination, and age discrimination is restricted under federal laws such as the Age Discrimination in Employment Act of 1967 (ADEA). However, it is worthy of note that age discrimination is still an issue in employment as of 2019.
In law, wrongful dismissal, also called wrongful termination or wrongful discharge, is a situation in which an employee's contract of employment has been terminated by the employer, where the termination breaches one or more terms of the contract of employment, or a statute provision or rule in employment law. Laws governing wrongful dismissal vary according to the terms of the employment contract, as well as under the laws and public policies of the jurisdiction.
Burrage v. United States, 571 U.S. 204 (2014), was a United States Supreme Court case in which a unanimous Court held that a defendant cannot be liable for penalty enhancement under the penalty enhancement provision of the Controlled Substances Act unless such use is a but-for cause of the death or injury, at least when the use of a drug distributed by the defendant is not an independently sufficient cause of the victim's death or serious bodily injury.
Staub v. Proctor Hospital, 562 U.S. 411 (2011), is a United States Supreme Court case in which the Court held that an employer may be held liable for employment discrimination under the Uniformed Services Employment and Reemployment Rights Act (USERRA) if a biased supervisor's actions are a proximate cause of an adverse employment action, even if the ultimate decision-maker was not personally biased. This case affirmed the 'Cat's Paw' theory of liability.
Altitude Express, Inc. v. Zarda, 590 U.S. ___ (2020), is a landmark United States Supreme Court civil rights case which ruled that under Title VII of the Civil Rights Act of 1964 employees could not be discriminated against on the basis of sexual orientation or gender identity.
C. Venkata S. Ram is an Indian doctor who is an expert in the treatment of high blood pressure. He is the director of blood pressure clinics and institute for blood pressure management at Apollo Hospitals, and Apollo Medical College, Hyderabad, India. He is also the director of World Hypertension League South Asia region and Dean, Macquarie University, Medical School, India campus, Hyderabad, India. He is a professor of medicine/clinical at the University of Texas Southwestern Medical School, Dallas, USA. He has authored 360 papers and 4 books, all in hypertension.
Bostock v. Clayton County, 590 U.S. ___ (2020), is a landmark United States Supreme Court civil rights case in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because they are gay or transgender.
Comcast v. National Association of African-American-Owned Media, 589 U.S. ___ (2020), is a United States Supreme Court case related to protections against racial discrimination in the Civil Rights Act of 1866. The case relates to whether cable television operator Comcast engaged in racial discrimination in refusing to carry channels from Entertainment Studios, a minority-owned network founded by Byron Allen. In a unanimous opinion in March 2020, the Court ruled that under the Civil Rights Act, Allen was burdened to show that race was but-for the sole reason Comcast failed to enter into a contract with his network. The parties reached a settlement after the Court's decision.
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.
