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Celebrating 75 Years of LDF
Federal Court Conditionally Approves Class Action Settlement on behalf of Black Managers at Clothing Chain Wet Seal6/17/13Related Case or Issue:
Court Approval Means Key Changes of Company’s Practices and Awards to Black Managers
A federal district court preliminarily approved a $7.5 million settlement of a national class action lawsuit, which alleged that Wet Seal had a policy of denying equal pay and promotion opportunities and firing African-American store management employees.
Supreme Court Rules that Arizona's Discriminatory Proof of Citizenship Measure is Blocked by Federal Law6/17/13
Washington, D.C.--Today, the United States Supreme Court blocked Arizona’s attempt to make eligible voters provide "evidence of citizenship" in order to register to vote. In the case, Arizona v. ITCA, the Supreme Court struck down Arizona's "Proposition 200" as pre-empted by the Federal Form provided by the National Voter Registration Act (NVRA).
LDF Lawyer Discusses How Employer Background Checks Can Unfairly and Unlawfully Keep African American Jobseekers Out of Work6/14/13
Director of LDF's Economic Justice Group, ReNika Moore, appears on HuffPost Live with the EEOC's top lawyer and a community activist discussing how employer's use background checks can unfairly and unlawfully keep African American jobseekers out of work.
LDF President and Director-Counsel Sherrilyn Ifill published an Op-Ed in the New York Times, explaining why recent calls by some to focus on “solely class” and abandon race-conscious admissions policies fail to address the realities of how race continues to define opportunity.
As Ifill notes, the policies that give us the best chance to meet today’s challenges, as well as those of the future, embrace both race and class, along with a host of other factors. She writes,
LDF's Director of Economic Justice, ReNika Moore, praises two new lawsuits filed by the EEOC as an important step against workplace discrimination. "People who are trying to work, trying to be productive citizens, are being blocked from jobs" on the basis of old convictions when they pose no more danger than other applicant. As the EEOC contends employers must tailor their background check policies to ensure they are not unfairly excluding qualified African Americans workers.