http://www.elinfonet.com/fedindex/17 Articles discussing race discrimination under Title VII of the Civil Rights Act of 1964. Fri, 10 Feb 2012 03:02:41 EST en-us http://www.elinfonet.com/newscount.php?popID=11533 Article: 11533 Fri, 23 Dec 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) Forecasting is an art not a science, and truth be known luck is probably the most single important factor if one gets it right, still I could not help but think back to one of my first posts of this year, 2011 --- the Year of the Non-minority? where I thought that we might see http://www.elinfonet.com/newscount.php?popID=11316 Article: 11316 Tue, 08 Nov 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) A terminated African-American security officer sued his former employer for race discrimination. Despite having admitted that his employer was justified in terminating him for violating company policy, the employee later claimed that a Caucasian security officer received more favorable treatment in violation of Title VII of the Civil Rights Act. (Johnson v. Western Hotel & Casino, D. Nev., No. 10-cv-01590, 10/19/11). http://www.elinfonet.com/newscount.php?popID=11156 Article: 11156 Tue, 04 Oct 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) In Meditz v. City of Newark (PDF), the Third Circuit concluded that the City of Newark, New Jersey’s residency requirement may have unlawful disparate impact on non-Hispanic white applicants. The case was brought Gregory Meditz, an attorney acting pro se. Meditz alleged that the City’s residency requirement disparately impacted white, non-Hispanics and, as a result, white, non-Hispanics were under-represented in the City’s workforce. http://www.elinfonet.com/newscount.php?popID=11142 Article: 11142 Fri, 30 Sep 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) The Third Circuit recently issued a reassuring decision for employers. Specifically, it affirmed the dismissal of race discrimination and retaliation claims filed by a former café worker because her supervisors made no overt racial statements and the employer promptly addressed all allegations in a manner reasonably calculated to prevent further harassment. http://www.elinfonet.com/newscount.php?popID=10970 Article: 10970 Fri, 26 Aug 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) Favorable treatment of one minority employee did not absolve or justify discriminatory treatment against other employees of the same race or national origin, the U.S. Court of Appeals for the Seventh Circuit, in Chicago, has held in Diaz v. Kraft Foods Global, Inc. No. 10-3073, 2011 U.S. App. LEXIS 16325 (7th Cir. Aug. 8, 2011). The Court reversed summary judgment in favor of the employer and returned the case to the district court. The Seventh Circuit has jurisdiction over Illinois, Indiana, and Wisconsin. http://www.elinfonet.com/newscount.php?popID=10764 Article: 10764 Thu, 23 Jun 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) A group of Hispanic employees sue for a racially hostile work environment. The question: Can they prove their case by evidence of race-based hostility towards black employees? http://www.elinfonet.com/newscount.php?popID=10241 Article: 10241 Fri, 28 Jan 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) Earlier this month I commented that one trend we might see this year was more "reverse discrimination" claims. See, 2011 -- the Year of the Non-minority? The outcome of a suit in a Kansas City courtroom yesterday does not prove me right, but it certainly does nothing to prove me wrong. http://www.elinfonet.com/newscount.php?popID=10211 Article: 10211 Fri, 21 Jan 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) The Third Circuit Court of Appeals (which covers Delaware) recently issued a reassuring decision for employers. In the case, the Court affirmed dismissal of racial discrimination and retaliation claims where there were no overt racial statements made by supervisors and the employer addressed all allegations promptly and in a manner reasonably calculated to prevent further harassment. http://www.elinfonet.com/newscount.php?popID=10206 Article: 10206 Thu, 20 Jan 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) In Burlington v. News Corp., No. 09-1908 (E.D. Pa. Dec. 23, 2010), the U.S. District Court for the Eastern District of Pennsylvania denied the employer's motion for summary judgment, holding that an employer may be liable for racial discrimination if it punishes a white employee for using the "n-word" but allows black employees to use the same word. The Burlington court is the first federal court to consider this issue, and it provides important guidance regarding what role social norms may play in an employer's decision to tolerate or reprimand racially sensitive speech. The court in Burlington also clarified the standard for when a subordinate's bias may be imputed to the person who decides to terminate an employee, commonly referred to as "Cat's Paw" liability. http://www.elinfonet.com/newscount.php?popID=10174 Article: 10174 Mon, 10 Jan 2011 00:00:00 EST webmaster@elinfonet.com (Employment Law Information Network) Predicting what a new year will bring is a time honored tradition, but much like resolutions, most predictions rarely last longer than the first flip of the calendar. So rather than a long list, let me just start with one thing that I am guessing we might see, more cases where what might be thought to be "non-minority" employees are claiming that they have been treated differently because of their race.