By Gerald L. Maatman, Jr. and Alex W. Karasik
Seyfarth Synopsis: The Fourth Circuit recently affirmed a U.S. District Court’s denial of three post-verdict motions brought by an employer in an EEOC religious discrimination case alleging a failure to accommodate an employee’s Anti-Christ fears. The case is an interesting read for any employer involved in religious discrimination issues.
Seyfarth Synopsis: In an ADA action regarding disability discrimination, the Fifth Circuit reversed a District Court’s grant of summary judgment in favor of the employer and against the EEOC, noting that even though the charging party indicated she had a temporary total disability on a disability insurance claim form that she submitted the day after her termination, factual issues remained
Continue Reading Fifth Circuit Flips Grant Of Summary Judgment Against EEOC in ADA Case
By Chris DeGroff and Brian Wong
In the world of EEOC systemic enforcement, court-imposed injunctive relief accompanies nearly every settlement of Title VII claims. The parties memorialize this relief in the form of a consent decree to be approved by the Court and entered as an enforceable order. Though the parties and the public tend to focus primarily on the
Continue Reading The Need For Vigilance: The EEOC Comes Back For A Second Bite Of An Employer After A Settlement
By Courtney Bohl and Laura Maechtlen
On May 15, 2013, the EEOC issued four revised publications related to protections against disability discrimination. The revisions address changes to the definition of disability made by the ADA Amendments Act of 2008 (“ADAAA”), which took effect on January 1, 2009. The ADAAA’s expanded definition of disability makes it easier for the EEOC and
By Anthony Califano and Lynn Kappelman
On April 12, 2013, a federal judge in the Western District of Pennsylvania issued an order striking Plaintiff’s class claims in Semenko v. Wendy’s International. Inc., No. 12-CV-00836 (W.D. Pa. April 12, 2013). Specifically, the Court held that Semenko’s purported class-wide disability discrimination claims did not satisfy Fed.R.Civ.P. 23(a) or (b), and thus Wendy’s
By Christopher DeGroff and Gerald L. Maatman, Jr.
Recently, in EEOC v. Ford Motor Co., No. 11-CV-13742 (E.D. Mich. Sept. 10, 2012), Judge John O’Meara of the U.S. District Court for the Eastern District of Michigan rejected the EEOC’s attempt to pursue allegations that the Defendant – Ford Motor Company – failed to accommodate its employee in violation of
Continue Reading Court Sends Message To EEOC: Employer Is Given Deference In Accommodation Decision