On February 10, NELA and The Institute joined NELP in a Supreme Court amicus brief in Cedar Point Nursery v. Hassid. In Cedar Point, employers argued that their private property rights were infringed upon by the presence of third-party inspectors, labor organizers, and government enforcers. The brief argues that inspection by government and third-party experts is vital to holding employers accountable and enforcing vital workplace harassment laws, and in no way do these inspections constitute a per se taking. We are grateful to NELP for drafted this brief.
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Faith Bible Chapel v. Tucker
On January 19, NELA and The Institute signed on to an amicus brief drafted by The Institute For Constitutional Advocacy And Protection (ICAP) in the 10th Circuit case Faith Bible Chapel v. Tucker. The brief argued that any expansion of the church autonomy doctrine as a defense in workplace harassment claims would eliminate employment protections for workers at religious institutions. We are grateful to ICAP for drafting this brief.
… Read MoreNWLC NELA Amicus Brief_Parker v. Reema Consulting_4th Cir_053018
On Wednesday, May 30, 2018, NELA was proud to join with a coalition of women’s, employee, and civil rights groups led by the National Women’s Law Center (NWLC) in filing an amicus brief in support of the Plaintiff-Appellant Evangeline Parker in Parker v. Reema Consulting Services, Inc., pending currently in the U.S. Court of Appeals for the Fourth Circuit. In the course of rising in the ranks while working at the defendant firm, the Plaintiff was subjected to a false and repugnant rumor that her professional advancement was due to her having a sexual relationship with a male manager. The rumor’s spreading resulted in Ms. Parker facing harassment and discrimination, and when she tried to stop the rumor and complained about the harassment she was facing, the company retaliated against her and ultimately terminated her employment. The district court relied on a number of inappropriate grounds in dismissing her claims, including erroneously holding that the type of rumor to which she was subjected could not support a claim for gender discrimination because it could be made about either a male or female employee. The amicus brief marshals a wide array of legal and social science evidence in demonstrating that … Read More
