A Baltimore restaurant group that has previously been accused of creating dress codes targeting nonwhite customers has apologized after a black woman posted a video showing a white manager refusing to seat her and her son because he said the boy violated a ban on athletic wear.
Wells Fargo Bank will pay up to $19.6 million and change its lending policies as part of settling two class-action lawsuits brought by Deferred Action for Childhood Arrivals (DACA) recipients whose applications for a variety of consumer loans and credit cards were allegedly denied by the bank
Race and gender discrimination in tech is a huge problem. Women and individuals of color working in tech continue to face discrimination in treatment, pay, promotion, hiring, and retention. Countless personal accounts and statistical analyses confirm that people of color and women get less than their fair share of opportunity and compensation when compared to their peers, despite working just as hard (or harder) and having the same (or higher) qualifications and skills.
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A $4.6 million deal between Covelli Enterprises Inc.—the nation’s top PaneraBread franchisee—and more than 900 assistant managers who alleged Fair Labor Standards Act and Ohio overtime violations won final approval from a federal judge, after some modifications.
The D.C. Circuit on Friday revived a onetime U.S. Department of Justice employee's suit alleging she was denied a promotion that went to a far less qualified man because of her age and gender, saying the "caliber and quantity" of evidence she presented means that a jury should decide if she was discriminated against.
On May 29, 2020, Cassandra Osvatics filed a class action lawsuit against Lyft, Inc., one of the country’s largest rideshare companies, alleging that the company systematically fails to provide Washington D.C. drivers with paid sick leave under the District’s Accrued Sick and Safe Leave Act (“ASSLA”).
Only a few months ago, employers knew mental health conditions impacted the workforce, but the discussions Evarts had with them were “soft.” The COVID-19 pandemic, however, has brought the issue to the fore.
The Labor Department has finalized a regulation to give employers more flexibility and legal clarity by allowing them to incorporate bonuses when using an alternate method to calculate overtime pay for workers with irregular schedules.