United States federal agency that enforces laws prohibiting employment discrimination, with power to investigate charges against employers and settle cases.
Badri Adan sued Delta on October 15, alleging it refused to reinstate him after CBP issued the seal that was the stated reason for his exit. The complaint places the seal 56 days after Delta's own deadline and alleges race and Somali heritage played a role in a manager's delay.
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Harvard's public health school fired an associate director of finance on his 15th business day, after Rosh Hashanah leave, a federal complaint alleges. The filing is one side's account and no ruling is reported, but its sequence is one managers can test their own onboarding against.
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Former Stryker team leader sues, alleging he was fired eight days after using FMLA leave the company had approved. His complaint is built largely from Stryker's own leave approvals and a same-day report to HR, so one supervisor's handling of that leave is now the company's legal exposure.
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Molson Coors cut a 58-year-old director's job and told him he lacked the skills for its replacement before that role was posted, his lawsuit alleges. When a restructured job is refilled, an age-bias claim gets tested on the dated record of who was judged fit, and when.
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Stellantis engine-plant worker sues FCA US, saying a safety-lock rule kept him from training that a white colleague began without locks. The case will test how consistently supervisors applied that prerequisite and whether HR's internal records match what it told him.
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Nike fired a Memphis distribution center manager on her first day back from nearly three months of FMLA leave, her lawsuit alleges. She had not worked since her formal discrimination complaint, so Nike's reasons must rest on conduct from before it.
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Sequoias Tree Expert hired over 1,900 men for field jobs and employed no more than 12 women in them since 2022, the EEOC alleges in a Texas sex-bias suit. The counts come attached to one rejected applicant's charge, and together they have put the company's whole field hiring record before a federal court.
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EEOC sued Kroger's Fred Meyer on September 30, alleging a Vancouver store fired two pregnant workers who asked for bathroom access. The complaint places the exposure with store managers who kept issuing attendance warnings after both women said their absences were pregnancy-related.
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EEOC sued Walmart on September 30, alleging a deaf Fredericksburg, Virginia stocker went six years without an interpreter at mandatory daily briefings. Its complaint pleads each year and each supervisor as a separate failure, so the case argues the duty to accommodate renews every shift.
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EEOC has sued three related Continental Inn companies in Oklahoma, alleging a pregnant front-desk worker was moved to heavier work at the same pay, then fired. Naming all three brings separate entities into one case over what one live-in manager allegedly did.
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Vanguard faces a federal suit from a data science manager who says a new boss turned four years of strong reviews into a PIP and a firing within eight months. The claim rests on that sequence, so the reviews a company kept before a manager change can become the plaintiff's baseline.
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Wagner Equipment tested a painter back from knee surgery on a 100-pound lifting standard it had already cut to 50 pounds, the EEOC alleges. The suit asks whether a return-to-work test has to match the job as it is actually done, with its lifting equipment and co-workers.
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EEOC alleges GSK Research and KGS Research, the two firms behind VRI Research, are one employer that refused accommodations to five disabled workers. If a court agrees, a refusal by one manager at one call center would count against both companies.
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EEOC sued Majestic Developers on September 25, alleging the Houston-area firm dropped a legally blind engineer hours after learning of his disability. His supervisor had agreed to every request, the complaint says, before a lead who heard of them secondhand overruled her.
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The state's Civil Rights Department opened its case against Tesla with photographs of graffiti at the Fremont plant and a claim that hundreds of complaints show the abuse was not isolated. Judge Peter Borkon, not a jury, decides it.
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A University of Washington test paired 554 real CVs with race- and gender-associated names against more than 500 job listings, and the models preferred white-associated names 85% of the time and female-associated names about 11%.
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