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Blog Posts in Workplace Discrimination

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  • Title VII Retaliation - establishing causation when an employer conducts an internal investigation
    Title VII Retaliation - establishing causation when an employer conducts an internal investigation

    Introduction Federal law prohibits employers from retaliating against its employees for engaging in protected activity by subjecting them to adverse employment action(s). What constitutes protected ...

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  • What is Summary Judgment?
    What is Summary Judgment?

    Who can request Summary Judgment and how is it requested? Often referred to as a particular phase of the litigation process, Summary Judgment actually occurs in the form of a motion. Although ...

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  • How do arbitration agreements and the EEOC process work together?
    How do arbitration agreements and the EEOC process work together?

    Introduction Many employers attempt to avoid the courtroom when it comes to dealing with employment related litigation. As such, many employers now require their employees to sign arbitration ...

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  • Non-Compete and Non-Solicitation Agreements between Employers and Employees
    Non-Compete and Non-Solicitation Agreements between Employers and Employees

    What is a non-compete agreement? A non-compete and/or non-solicitation agreement can either be part of a larger employment agreement or a separate agreement(s) entirely. A non-compete agreement is a ...

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  • What does proving “substantially more qualified” require?
    What does proving “substantially more qualified” require?

    Introduction Title VII of the Civil Rights Act of 1964 (“Title VII”) protects against discrimination based on race, color, religion, sex, and national origin. There are many different bases for ...

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  • Spoliation: One of the Many Reasons Why You Should Never Destroy Evidence
    Spoliation: One of the Many Reasons Why You Should Never Destroy Evidence

    What does “spoliation” mean? The doctrine of spoliation of evidence applies when one party either attempts to or actually does destroy, conceal, hide, alter, and/or tamper with evidence that would be ...

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