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Cristina Chen-Oster, a former vice president at Goldman Sachs, filed a complaint against the bank 17 years ago, alleging harassment and gender discrimination. The case is finally heading to trial in 2023, alongside 1,400 plaintiffs in a gender-bias class action. As Fortune senior writer Maria Aspan writes in a new feature story, Chen-Oster’s “fight against Goldman Sachs is almost old enough to go to college.”

At-will employment means either the employee or employer can terminate the employment agreement at any time. In the US, an at-will employer can fire a worker for a variety of reasons: for not performing, if they don't have enough work for them, or basically any other reason that's not illegal, Cody Yorke, an associate at Outten & Golden's New York office, told Insider.

Scores of women employed at Goldman Sachs more than a decade ago unsealed fresh accusations of how they were subjected for years to discrimination, sexual harassment and sexual assault by male managers at the Wall Street giant.

Explosive allegations in newly unredacted court documents, released Thursday by attorneys representing some 1,400 plaintiffs who have filed a class-action sex discrimination lawsuit, detail lewd and criminal behavior by senior bankers at the firm.

It’s not uncommon for employers to take a hands-off approach to third-party discrimination, according to Aliaksandra Ramanenka, a New York-based plaintiff’s attorney at Outten & Golden.

“I don’t think a lot of employers realize they might be liable to their employees for the conduct of a third party,” she said. “That is a common thread in the cases I’ve dealt with.”

Tanuja Gupta and Outten & Golden LLP partner Cara Greene discuss how Silicon Valley deals with caste discrimination issues and its workplace effects.

Over 17 long years — starting long before the #MeToo movement galvanized the nation — one of the most powerful banks in the country has been able to keep the lid on many embarrassing details of a high-profile gender discrimination case. A day of reckoning could be on the horizon, though, with a recent agreement between Goldman Sachs and a group of women suing the firm in that case to unseal their allegations of harassment and discrimination.

How far does the Federal Arbitration Act's policy favoring arbitration go? Given the recent personnel changes on our highest court, the newest U.S. Supreme Court decisions on arbitration of employment disputes, Southwest Airlines Co. v. Saxon and Morgan v. Sundance Inc., shed light on the future of employment arbitration.

This situation highlights the urgency of building federal infrastructure to support working parents, but the outlook is "bleak," said Menaka Fernando, a partner with worker-side firm Outten & Golden LLP.

"There's going to be a significant number of these individuals in these states that will be forced to have children and carry their pregnancy to term. … These are the same states that are woefully lacking in protections for working mothers," Fernando said. "I think that working mothers are all but guaranteed to not have the support that they need by their employers, particularly when they're forced into this situation."

Pooja Shethji of Outten & Golden LLP, who is representing White, said Monday that she is hopeful the court would grant certification to the classes.

"That outcome would be in line with decisions from other courts in recent USERRA actions against airlines companies," Shethji said.

A U.S. Supreme Court case claiming asbestos caused a railroad employee's cancer might not seem crucial for wage and hour attorneys to follow, but its potential to shape where plaintiffs can sue makes it one to watch, observers told Law360.

"This case is potentially going to impact how wage and hour cases are litigated," said Christopher McNerney, an Outten & Golden LLP partner who represents workers.