Supreme Court

Recent Supreme Court Decision Clarifies Lower Standard of Harm for Job Transfers under Title VII
June 11, 2024
In a recent decision, Muldrow v. City of St. Louis, the U.S. Supreme Court clarified the standard for determining whether an adverse employment action is a sufficient basis for a discrimination claim under Title VII of the Civil Rights Act of 1964.
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SCOTUS Eases the Standard for Proving a Discriminatory Job Transfer under Title VII
April 18, 2024
Earlier this week, the U.S. Supreme Court resolved a split in the circuits as to whether an employee is required to show a “significant” injury or harm in connection with a job transfer to meet the threshold for proving an adverse employment action under Title VII of the Civil Rights Act of 1964.
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Supreme Court Decision: Employees May Challenge Unwanted Job Transfers as Discriminatory, Even if Transfers Don't Involve Significant Disadvantage
April 17, 2024
Earlier today  the Supreme Court held that a police sergeant’s suit about her involuntary transfer to another division with less prestige and fewer perks was sufficiently injurious to allow her to sue for sex discrimination
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U. S. Supreme Court Rules State Public Accommodations Laws Do Not Control Over First Amendment Speech Rights
July 5, 2023
The U.S. Supreme Court, in a 6-3 ruling held that a business owner’s Free Speech rights enshrined in the First Amendment to the U.S. Constitution prevail over a state public accommodation law that prohibits certain types of discrimination by business owners.
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The Supreme Court Redefines the Religious Accommodation Obligation for Employers
June 29, 2023
On June 29, 2023, a unanimous U.S. Supreme Court ruled that religious accommodations under Title VII of the Civil Rights Act must be provided to employees or prospective employees unless the employer is able to demonstrate that the burden is substantial.
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Something New Under the Sun – Supreme Court Upends Religious Accommodation Analysis, Increases Burdens on Employers
June 29, 2023
In the Groff v. DeJoy decision, the U.S. Supreme Court explained that employers will bear a greater burden to accommodate religious employees than they have previously.
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U.S. Supreme Court Strikes a Chord for the Status Quo
June 28, 2023
On June 1, 2023, in an 8-1 decision, SCOTUS decided in Glacier Northwest v International Brotherhood of Teamsters Local Union No. 174 that the company could sue the union in state court for damages to its property due to a strike.
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Supreme Court Rules that Unions May Be Sued for Strike Damage to Employer Property
June 1, 2023
In (rare) good news for unionized employers, the U.S. Supreme Court has held that the National Labor Relations Act (NLRA) does not insulate a union from tort claims that it intentionally destroyed employer property during a strike.
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U.S. Supreme Court Leave in Place Denial of Telework Accommodation in Response to New Mom's Medically-Unjustified Request
May 27, 2023
On Monday, May 15th, the U.S. Supreme Court declined to hear an appeal from a former Georgia state worker, Nicole Owens, who challenged her employer’s decision not to grant her extended post-maternity leave telework.
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Workplace Religious Accommodation Ruling Expected from Supreme Court Soon
May 10, 2023
In April, the United State Supreme Court heard oral arguments in Groff v. DeJoy, a case about religious accommodations in the workplace.
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Supreme Court Provides Clarification on the Highly Compensated Employee Exemption’s Salary Requirement
February 22, 2023
On February 22, 2023, the U.S. Supreme Court issued its opinion in Helix Energy Solutions Group, Inc. v. Hewitt, clarifying that, in order to qualify for the highly compensated employee (HCE) exemption from the Fair Labor Standard Act’s overtime mandate, the employee must be paid on a salary basis, and the payment of a daily rate does not constitute a salary.
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The Supreme Court Renders An Important Victory For Employers
June 18, 2022
On June 15, 2022, the United States Supreme Court handed down a significant victory to employers with regard to the arbitration of claims brought by employees under California’s Private Attorney General Act (“PAGA”). 
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