Contract disputes: EEOC reaffirms policy favoring judges over arbitrators for workplace discrimination claims

Article Abstract:

The Equal Employment Opportunity Commission continues to oppose mandatory arbitration in employment contracts, having been party to at least 28 suits on this issue since 1988. The Commission believes that mandatory arbitration denies civil rights victims access to the courts and is biased in favor of the employer both because the employer is a source of future income for the arbitrator and because the employer is familiar with the process. Supporters of mandatory arbitration see it as a method of reducing the backlog of employment discrimination cases.

United States, Labor contracts, Mediation, United States. Equal Employment Opportunity Commission

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The next litigation frontier? Claims against employers for third-party harassment on the rise

Article Abstract:

Employers should not only be concerned about their liability for sexual harassment by their employees but also about liability for third-party harassment, or harassment by a nonemployee such as a client. Experts say third-party complaints are increasing although few have reached the litigation stage. Some ascribe increased attention to sexual harassment to the availability of compensatory and punitive damages in situations when before only equitable relief was available.

Sexual harassment, Third parties (Law)

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Partner in name only; lawyer's suit claims age, sex discrimination led to loss of choice assignments

Article Abstract:

Ingrid Beall, senior partner at Baker & McKenzie, has sued five of the firm's male members, claiming she was denied assignments because of her age and sex. Beall, 65, traces her downfall to the ascendancy of executive committee chair Robert W. Cox in 1984. From 1988 to 1991, Beall's income declined an average of 64 percent. She sued after receiving an unsatisfactory severance offer.

Legal services, Women attorneys, Women lawyers, Sex discrimination, Age discrimination, Beall, Ingrid, Baker and McKenzie

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