Social Media & Discovery

  Anything written or posted in social media (via smart phones, laptops, desktops, etc.) may be discoverable in litigation and used at trial.  Any electronically stored information (ESI) describing events occurring at work or describing ones feelings or thoughts, could eventually be seen by a jury.  If documents are prepared only for an attorney for… Read more »

The Role of the EEOC or CCRD

  The Equal Employment Opportunity Commission (EEOC) is the federal agency with responsibility for investigating and attempting to settle discrimination and retaliation claims before a lawsuit is filed. The EEOC has administrative jurisdiction over claims arising under Title VII of the Civil Rights Act of 1964, as amended (Title VII); The Americans with Disabilities Act… Read more »

Should I Stay or Should I Go?

  The Employee’s Burden of Proving “Constructive Discharge” One of the most difficult decisions you may face is whether to quit your job. We suggest that you consult with an attorney before making that decision. It’s important to understand whether the facts of your case and the applicable law will help or hinder a viable… Read more »

How do I prove my case?

  Under the EEOC discrimination laws, a plaintiff must show, through either direct or indirect evidence, that the discrimination complained of was intentional. E.E.O.C. v. Horizon/CMS Healthcare Corp., 220 F.3d 1184, 1191 (10th Cir. 2000), citing Shorter v. ICG Holdings, Inc., 188 F.3d 1204, 1207 (10th Cir. 1999) (Title VII discrimination). Pretext is Essential to… Read more »

How Much Evidence of Pretext Do You Need to Prevent Dismissal before Trial?

  How Much Evidence of Pretext Do You Need to Prevent Dismissal before Trial? Pretext “Plus” evidence of gender discrimination [or the applicable protected attribute] is not required. This was squarely addressed in Jones v. Okla. City Public Schools, 617 F.3d 1273, 1280 (10th Cir. 2010): Reeves [v. Sanderson Plumbing Products, Inc., 530 U.S. 133,… Read more »