Big things are happening at the Equal Employment Opportunity Commission (EEOC). This agency, which is tasked with helping to create, refine and enforce the nation's federal workplace anti-discrimination laws and regulations, is currently employing what the Associated Press calls "a systemic strategy to bring more large-scale bias cases against prominent companies."
We have written previously about the long-running gender discrimination suits and scandal facing retail giant Walmart and how the outcome of such legal actions could affect Walmart employees here in South Florida. Though Walmart secured a decisive victory last summer when the Supreme Court ruled that the largest class-action employment lawsuit in history could not move forward as originally filed, the story continues.
In recent years, an increasing number of companies have started requiring new hires to sign employment agreements in which they agree to settle all work-related complaints through arbitration rather than litigation. This means that they must agree to work out disputes with an arbitrator rather than pursue a lawsuit.
Earlier this week, we began a discussion about unpaid internships. Two young men who worked as unpaid interns for the movie "Black Swan" have filed an open class-action lawsuit against Fox Searchlight Pictures seeking back pay. They also want to prevent the company from hiring unpaid interns in the future.
In June, we wrote about an important employment issue that affects many Florida students and companies each year: unpaid internships. Employers are often ignorant of the requirements that must be met in order to legally provide an unpaid internship at a for-profit company.
Over the summer, several of our posts were focused on the US Supreme Court's landmark ruling in the gender discrimination lawsuit against Wal-Mart Inc. If the case had been allowed to proceed, it would have been the largest class-action lawsuit in history, affecting over 1.5 million female plaintiffs throughout the country, including Florida.
The US Supreme Court's ruling earlier this summer in the Wal-Mart gender discrimination case was predicted by some to be a death knell for all similar class-action suits in the future. Experts predicted that the ruling would make it much more difficult to pursue class-action status in future employment lawsuits.
Last month, we wrote about the important and highly-controversial ruling by the US Supreme Court. By a narrow majority, the Court ruled that a class-action gender discrimination lawsuit against Wal-Mart Inc. could not proceed. Because it would have been the largest class-action lawsuit in US history, many feared that the Court's decision would hinder the success of future employment lawsuits.
Earlier this week, we wrote that the U.S. Supreme Court recently ruled that a class-action lawsuit against Wal-Mart cannot proceed. The lawsuit alleged systematic gender discrimination and was filed on behalf of over 1.5 million female employees.
Many of our posts lately have focused on employee-related lawsuits against Wal-Mart, the nation's largest retailer. As a giant corporation, Wal-Mart faces many lawsuits every year. One in particular, however, has been carefully watched and followed by legal experts nationwide.