Nancy Conrad

Multimillion-Dollar Settlement for the U.S. Women’s National Soccer Team

/ / EEOC

The U.S. Women’s National Soccer Team recently settled a multiyear battle for equal pay. The lawsuit was filed in 2019 by high-profile players alleging that the female soccer athletes were paid less than members of the men’s national team. The women appealed an initial court decision that ruled the players had not demonstrated that they […]

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The Duty to Preserve Documents and Data When on Notice of Litigation or Threatened Litigation

/ / Employers

When an employer receives notice of a lawsuit or a threat of a lawsuit, the employer has a duty to preserve records, including personnel, employment and any other records that may relate to the matter. Courts will assess sanctions against an employer when it determines that the employer failed to preserve information that was in

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Employers Beware: EEOC Files Pandemic Related Remote Work Lawsuit

/ / ADA, COVID-19, Employers

Last month, the EEOC filed a first of its kind lawsuit in federal court in Georgia based on an employer’s denial of an accommodation request to work from home. In the suit, the employee, a former health and safety manager at a facility services company, alleged that at the start of the pandemic, she requested

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Division I Athletes Can Proceed with Wage Claim

/ / Wage and Hour

The United States Supreme Court recently reshaped the relationship between universities and the athletes who play college sports in National Collegiate Athletic Association v. Alston et al. In the Alston case, the Court upheld a trial court injunction against NCAA rules that limit the education-related benefits schools may offer student athletes. Notably, the Court did not

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An Employer’s Duty to Reasonably Accommodate

/ / ADA, Employers, New Jersey

The New Jersey Supreme Court recently ruled that an employer, “may not escape liability under the New Jersey Law Against Discrimination (NJLAD) for failing to perform its duty to provide accommodation simply because it did not fire, demote or take another form of adverse action against the employee.” While this holding is limited to the

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