Four of the seven cases involve the Age Discrimination in Employment Act, including cases to clarify whether an Equal Employment Opportunity Commission intake questionnaire and complainant’s affidavit is equivalent to filing a timely ADEA charge and whether an ADEA suit brought by a laid-off employee should allow the testimony of other laid-off employees about perceived age discrimination experienced in the company. The other three employment cases raise questions about the application of retaliation claims under a federal law prohibiting race discrimination in contracts; whether an employer breaches a fiduciary duty by not implementing an employee’s chosen investment strategy in his 401(k) account, and whether the Federal Arbitration Act preempts a state law giving a state labor commission exclusive jurisdiction over a contract pay dispute. The Supreme Court opened its 2007-2008 term Oct. 1.
ADEA Dominates Seven Employment Cases Before U.S. Supreme Court
Four of the seven cases involve the Age Discrimination in Employment Act, including cases to clarify whether an Equal Employment Opportunity Commission intake questionnaire and complainant’s affidavit is equivalent to filing a timely ADEA charge and whether an ADEA suit brought by a laid-off employee should allow the testimony of other laid-off employees about perceived age discrimination experienced in the company. The other three employment cases raise questions about the application of retaliation claims under a federal law prohibiting race discrimination in contracts; whether an employer breaches a fiduciary duty by not implementing an employee’s chosen investment strategy in his 401(k) account, and whether the Federal Arbitration Act preempts a state law giving a state labor commission exclusive jurisdiction over a contract pay dispute. The Supreme Court opened its 2007-2008 term Oct. 1.
