News
[08/19]
Workplace deaths fall to lowest level since 1992
[07/29]
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Articles
Bringing a Claim for Reverse Discrimination
Title VII of the Civil Rights Act of 1964 protects individuals from discrimination based on race, color, national origin, sex or religion. Claims for reverse discrimination, i.e. cases where a member of the majority population brings a claim for discrimination, are permitted under the Act. Title VII does not differentiate between majority and minority populations and both are eligible to bring discrimination claims.
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What are the Tax Implications for an Independent Contractor?
Unlike employees, independent contractors are required to pay their own income taxes and self-employment taxes. Self-employment taxes include Social Security and Medicare taxes. The current rate of self-employment taxes is 15.3% of the independent contractor's wages, with 12.4% of that rate going towards Social Security and 2.9% going towards Medicare.
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Case Summaries
[09/03]
Equal Employment Opportunity Comm'n v. Prospect Airport Servs., Inc.
In a sexual harassment case in which a male employee was the victim of a female co-worker, summary judgment for defendant is reversed where there were genuine issues of material fact as to whether: 1) plaintiff was subjected to "verbal or physical conduct of a sexual nature"; 2) such conduct was unwelcome; 3) the pervasiveness and the inadequate response by the employer established a jury question of whether a co-worker's overtures led to an abusive environment; 4) defendant's actions were not enough to establish an affirmative defense.
[09/03]
Goodman v. Nat'l Sec. Agency, Inc.
In plaintiff's suit against her former employer under Title VII and the Equal Pay Act, district court's grant of defendant's motion for summary judgment is affirmed where: 1) plaintiff has offered insufficient evidence to establish the key elements of her retaliation and discrimination claims; and 2) district court did not abuse its discretion in denying plaintiff's Rule 59(e) motion to alter or amend the judgment.
[09/03]
Brooks v. Union Pac. R.R. Co.
In plaintiff's suit against Union Pacific Railroad Company under the Federal Employer's Liability Act (FELA), to recover damages for back injuries that he allegedly suffered while working as a machinist at defendant's locomotive repair shop, district court's grant of summary judgment in favor of the defendant is affirmed where: 1) plaintiff has failed to establish causation, negligence or foreseeability; and 2) the district court properly excluded plaintiff's medical expert's causation opinion for failure to comply with Rule 26(a)(2).
[09/03]
Chapin v. Fort-Rohr Motors, Inc.
In plaintiff's suit against his former employer claiming discrimination because of his race and retaliation under Title VII, jury's verdict for plaintiff on a retaliation claim is reversed and remanded as the employer was entitled to judgment as a matter of law because plaintiff did not produce sufficient evidence to find an actual or constructive discharge.
[09/03]
Songer v. Dillon Resources, Inc.
In an action brought by truck drivers who operate commercial trucks against defendants for unpaid overtime under the Fair Labor Standards Act (FLSA), summary judgment for defendants and dismissal of plaintiffs' claims with prejudice is affirmed where the Motor Carrier Act exemption applies to bar plaintiffs' claims as: 1) the MCA applies to defendant-staff leasing agency because is a joint employer with the two companies, both of whom are subject to the exemption, and 2) plaintiffs engaged in activities that directly affect operational safety of motor vehicles in transport of property in interstate commerce.
[09/02]
Weber v.Universities Research Ass'n, Inc.
In plaintiff's suit against her former employer for sex discrimination and retaliation in violation of Title VII, district court's grant of summary judgment in favor of the defendant is affirmed where: 1) plaintiff has waived her discrimination and retaliation arguments under the direct method of proof; and 2) plaintiff has failed to establish a prima facie case of sex discrimination, because even if she does not have to show that she was meeting defendant's legitimate business expectations, defendant is still entitled to summary judgment as she has failed to show that there were similarly situated men who were treated more favorably than she was.
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