eeoc-guidelines
4 cases — ← All topics
| Case | Title | Lower Court | Docketed | Status | Flags | Tags | Question Presented |
|---|---|---|---|---|---|---|---|
| 25-5113 | Benjamin Dykman v. Board of Regents of the University of Wisconsin System | Seventh Circuit | 2025-07-15 | Denied | Response WaivedIFP | civil-rights disability-discrimination eeoc-guidelines employer-responsibility institutional-liability workplace-discrimination | Violating three EEOC guidelines, the Interim Provost of a large University categorically denied blatant (audio-taped) disability discrimination that o… |
| 24-6751 | Victoria Lunn Jones v. Sykes Enterprises, Incorporated | Fourth Circuit | 2025-03-12 | Denied | Response WaivedRelisted (2)IFP | court-jurisdiction eeoc-guidelines judicial-procedure pro-se-litigant service-of-process summary-judgment | 1. Was the Respondent's Reply to Plaintiff's Response In Opposition to Defendants Motion for Summary Judgment filed on September 13, 2023, but the pro… |
| 20-957 | Alireza Vazirabadi v. Denver Public Schools, et al. | Tenth Circuit | 2021-01-14 | Denied | Response Waived | bilingual-applicants business-necessity civil-rights disparate-impact eeoc-guidelines employment-practices job-relatedness national-origin national-origin-discrimination title-vii | Whether an employer can be liable under Title VII, when the employer requires its bilingual job applicants, without job requirement, disclose their bi… |
| 19-8888 | Henry Oviedo v. Washington Metropolitan Area Transit Authority | District of Columbia | 2020-07-02 | Denied | Response WaivedIFP | civil-rights discrimination eeoc-guidelines employment-discrimination hiring national-origin protected-class protected-status qualifications reasonable-employer title-seven workplace-discrimination | 1. IF A FACTFINDER CAN CONCLUDE THAT A REASONABLE EMPLOYER WOULD HAVE THE PROTECTED PLAINTIF TO BE SIGNIFICANTLY BETTER QUALIFY FOR THE JOB, BUT THIS … |