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Discrimination and EEOC Compliance

Temp Lawyers Offering a Permanent Solution

September 12, 2007
High representation in contingent work may be indicative of a broader trend in which African-American lawyers, for various reasons, are opting to work for temporary staffing agencies instead of at law firms. Lack of opportunity could be a factor.
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Bias Study Sees Few Gains for Female Leaders

August 21, 2007
Female business leaders remain plagued by gender stereotyping, according to a new report.According to the study, men are still viewed as "default leaders," while women are viewed as "atypical leaders," with the perception that they violate accepted norms of leadership.
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Avoiding Age Discrimination Claims in Hiring

August 13, 2007
Employers must prepare for more age discrimination claims arising from the hiring process as the labor pool ages and courts reject traditional legal defenses. Shifts in demographic trends and judicial reasoning have combined to set the stage for a rapid rise in the risks posed by unsuccessful job candidates who fall within the protected class of workers age 40 and older under the Age Discrimination in Employment Act.
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Nike Settles Racial-Bias Class Action

August 3, 2007
The company also agrees to several other measures, including a court-appointed diversity consultant to monitor and periodically report to the court and the appointment of a compliance officer at Nike’s headquarters.
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Bush Vows to Veto Pay Discrimination Legislation

July 27, 2007
The House is expected to consider the legislation, the Ledbetter Fair Pay Act of 2007, on July 30. The bill would allow victims to file claims within 180 days of any paycheck that has been diminished by bias—even if the discriminatory act that set the pay disparity in motion occurred decades ago.
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Legal Workviews Trapped by Releases

July 27, 2007
It's been routine to obtain releases from laid-off employees who waive their rights to sue in return for severance pay or benefits. But recent actions by the Equal Employment Opportunity Commission suggest that the practice could be fraught with risks even for companies with stellar diversity programs and positive EEO track records.
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