On April 17, 2024, the United States Supreme Court delivered a pivotal ruling in Muldrow v. City of St. Louis, fundamentally reshaping the landscape of Title VII litigation. This landmark decision dismantled the longstanding requirement, upheld by several Circuit Courts, requiring plaintiffs to demonstrate “significant harm” to seek recourse for alleged discriminatory acts by their employers. In doing so, the Court obliterated a barrier to litigation, enabling employees to challenge any job action, regardless of its magnitude, if perceived to stem from discriminatory motives as long as it inflicts some injury, no matter how slight. This development underscores the need for employers to exercise heightened vigilance lack any semblance of discriminatory intent.Continue Reading Supreme Court Issues Landmark Decision Rejecting “Significant Harm” Requirement in Title VII Cases – Opening the Door to More Employment Discrimination Claims

The United States Supreme Court issued an opinion in Groff v. DeJoy, clarifying its earlier opinion in Trans World Airlines v. Hardison, 432 U.S. 63 (1977) that described an employer’s obligation to an employee seeking an accommodation based upon their religious beliefs. The Plaintiff in the case, Gerald Groff, worked for the U.S. Postal Service as a rural carrier associate, covering for full-time workers who were absent. Groff was a long-time Evangelical Christian who, for religious reasons, believes that Sundays should be devoted exclusively to worship and rest, not secular labor, and could therefore not work on Sundays.Continue Reading Religious Accommodation Standard Under Title VII Reformed by U.S. Supreme Court Ruling in Groff v. DeJoy

Unexpectedly siding with the liberal wing of the Court, Justice Neil Gorsuch penned a 6-3 decision in Bostock v. Clayton County, holding that Title VII’s prohibition on sex-based discrimination also covers sexual orientation and gender identity discrimination. The Court’s decision dealt a historic victory for proponents of expanding gay and trans protections for workers under Title VII of the Civil Rights Act of 1964. It is clear that this decision will have wide reaching implications for employers.
Continue Reading U.S. Supreme Court Makes Pride Month History by Holding That Title VII Bars Job Discrimination Against LGBT+ Workers