The bona fide occupational qualification (BFOQ) is a statutory defense to intentional discrimination under Title VII. 1 The BFOQ defense permits an employer to adopt an otherwise facially discriminatory employment practice if reasonably necessary to the normal operation of that particular business. . . . 2 Both the courts and the Equal Employment Opportunity Commission (EEOC) have traditionally interpreted this defense very narrowly. A gender-based employment classification, for example, qualifies as a BFOQ only if the failure to adopt a single-sex policy undermines the employer\u27s ability to accomplish its essential business mission.
On July 18, 2018, the Eleventh Circuit Court of Appeals held, in Bostock v. Clayton County Board of ...
Recent court decisions interpreting section 4(f)1 of the Age Discrimination in Employment Act and d...
In 2017, the United States Court of Appeals for the Seventh Circuit, in Hively v. Ivy Tech Community...
The bona fide occupational qualification (BFOQ) is a statutory defense to intentional discrimination...
Should the BFOQ exception still exist? Because permitting discrimination under Title VII seems funda...
Title VII of the 1964 Civil Rights Act, as it has been interpreted by the courts, is an uncompromisi...
The extent to which foreign corporations as well as their domestic subsidiaries can discriminate aga...
The Equal Employment Opportunity Commission (EEOC) and the Seventh Circuit have taken the position t...
The Equal Employment Opportunity Commission (EEOC) and the Seventh Circuit have taken the position t...
Should a gentleman offer a lady a Tiparillo? Such a question, popu- larized in a familiar advertise...
Four years have elapsed since the enactment of federal fair employment practice legislation banning ...
In a resounding victory for women\u27s and workers\u27 rights, the U.S. Supreme Court has found that...
Employers have historically limited women\u27s access to traditionally male, high-paying jobs. In on...
Many Americans currently believe that federal law prohibits discrimination because of sexual orienta...
Since the adoption of Title VII of the Civil Rights Act of 1964, courts have been called upon to det...
On July 18, 2018, the Eleventh Circuit Court of Appeals held, in Bostock v. Clayton County Board of ...
Recent court decisions interpreting section 4(f)1 of the Age Discrimination in Employment Act and d...
In 2017, the United States Court of Appeals for the Seventh Circuit, in Hively v. Ivy Tech Community...
The bona fide occupational qualification (BFOQ) is a statutory defense to intentional discrimination...
Should the BFOQ exception still exist? Because permitting discrimination under Title VII seems funda...
Title VII of the 1964 Civil Rights Act, as it has been interpreted by the courts, is an uncompromisi...
The extent to which foreign corporations as well as their domestic subsidiaries can discriminate aga...
The Equal Employment Opportunity Commission (EEOC) and the Seventh Circuit have taken the position t...
The Equal Employment Opportunity Commission (EEOC) and the Seventh Circuit have taken the position t...
Should a gentleman offer a lady a Tiparillo? Such a question, popu- larized in a familiar advertise...
Four years have elapsed since the enactment of federal fair employment practice legislation banning ...
In a resounding victory for women\u27s and workers\u27 rights, the U.S. Supreme Court has found that...
Employers have historically limited women\u27s access to traditionally male, high-paying jobs. In on...
Many Americans currently believe that federal law prohibits discrimination because of sexual orienta...
Since the adoption of Title VII of the Civil Rights Act of 1964, courts have been called upon to det...
On July 18, 2018, the Eleventh Circuit Court of Appeals held, in Bostock v. Clayton County Board of ...
Recent court decisions interpreting section 4(f)1 of the Age Discrimination in Employment Act and d...
In 2017, the United States Court of Appeals for the Seventh Circuit, in Hively v. Ivy Tech Community...