| Title VII Retaliation Claims |
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| Title VII of the Civil Rights Act of 1964 makes it illegal for employers to discriminate against employees on the basis of race, color, religion, sex, or national origin. It also prohibits retaliation against employees who report or otherwise complain about wrongdoing under the Act. In other words, employers may not fire or take other adverse action against employees based upon an employee's allegation that Title VII has been violated. More... |
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| Refusing to Hire Striking Workers and the |
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| National Labor Relations Act) More... |
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| Arbitration -- Labor Disputes -- Presenting a Case |
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| Although less formal than a trial, an arbitration hearing will be structured in a similar way. Each party will present its case through opening and closing arguments, witnesses, and relevant documents and evidence. Based on the merits of those things, the arbitrator will issue a decision that, in most cases, will be final and binding. More... |
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| Pregnancy Discrimination Act of 1978 |
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| Although pregnancy discrimination would arguably fall under the general sex discrimination prohibition of Title VII of the Civil Rights Act of 1964, courts did not always see it that way. In particular, courts ruled in the 1970s that temporary disability benefits programs that excluded pregnant women did not violate Title VII. Through an amendment to Title VII, known as the Pregnancy Discrimination Act of 1978 (PDA), Congress clearly specified that discrimination based upon pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII. More... |
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| Good Faith Bargaining under National Labor Relations Act |
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| The National Labor Relations Act of 1935 (NLRA) prescribes the rules for the collective bargaining process. Collective bargaining occurs when employees select a bargaining representative (usually a union) to negotiate with their employer on their behalf. The union and the employer work out the details of the employees' pay, benefits, working conditions, discipline, and other work-related issues. The resulting agreement, called a collective bargaining agreement, governs the relationship among the employees, the union, and the employer. More... |
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