Welcome to the Employment Law section of our webpage. Employment law issues are complex, often subject to state and local law (not ordinarily covered on CLIC pages) as well as federal law. This front page will reflect our most current information on employment law affecting educational institutions.
Hogan Lovells LimeGreen Employment: Web site with some of the key legal issues arising from employment relationships and how they differ from country to country.
The University of Tennessee has settled their sex discrimination and retaliation case with three female athletic trainers for over one million dollars. The plaintiffs initially alleged that the University was discriminating through a disparity in pay between them and male employees who perform equivalent duties. Additionally, the plaintiffs claim that as a result of the sex discrimination lawsuit, they were either demoted or fired. In their amended complaint, they assert the University “created a testosterone wall effectively prohibited women from enjoying equal employment conditions.”
The University has stated that this settlement is not an admission of liability. They have denied that any discrimination or retaliation occurred. According to the University, the decision to settle “was in the best,long-term interest” of the school. In a joint statement, the plaintiffs’ attorneys stated: “The resolution of this matter stands as a testament to the importance of equality for women in sports and those working with women in sports. This settlement sends a clear message to collegiate decision-makers nationwide that disparity in pay, opportunity, funding, participation or otherwise is unacceptable in this day and time.”
The settlement totaling over one million dollars covers compensation for wage-based damages, non-economic damages, such as pain and suffering, and attorneys’ fees. (write up by Andrew Miller OGC law clerk)
EEOC Implements Nationwide Procedures for Releasing Respondent Position Statements: Effective on or after January 1, 2016.
EEOC has implemented nationwide procedures that provide for the release of Respondent position statements and non-confidential attachments to a Charging Party or her representative upon request during the investigation of her charge of discrimination.