an update for the week of november 10, 2003
Each week, Workplace Week brings you news and commentary on critical issues affecting employees and advocates.

In this edition: sex discrimination: real, imagined, and dismissed on summary judgment.
today's workplace: the employee rights blog
This Time, It's Sex Discrimination: New Claims of Bias on Judicial Nominees: Senate Republicans unhappy with the progress of certain extremist federal judicial nominees now have a new claim to make: that Democrats opposing the nominations of Janice Rogers Brown, Carolyn Kuhl, and Priscilla Owen are engaging in sex discrimination by refusing to allow these nominations to move forward. While this technique to date has not been successful when applied to other nominees, such as Miguel Estrada (national origin discrimination) and Bill Pryor (religious discrimination), this is not stopping the Republican leadership from planning a 30-hour debate this week on the Senate floor, where it is expected that the debate will focus on the female nominees named above, in an effort to move their nominations forward in the Senate, after narrow approval among party lines by the Senate Judiciary Committee.
this week in the courts
Vasquez v. County of L.A.  (Ninth Circuit; No. 00-56803)
Decision Date: November 7, 2003
In a Title VII action, summary judgment to defendant is affirmed where plaintiff cannot establish that defendant's articulated non-discriminatory reason for his transfer is pretextual, and defendant's conduct was not severe or pervasive enough to create a hostile work environment.
Tennku v. Normandy Bank  (Eighth Circuit; No. 02-3328 )
Decision Date: November 7, 2003
On an Equal Pay Act claim, plaintiff failed to show her work was substantially equal to the male employee to whom she sought to compare her salary. Job classification or title is not dispositive for determining whether jobs are equal for purposes of the Equal Pay Act.
Mannix v. County of Monroe  (Sixth Circuit; No. 02-1001)
Decision Date: November 3, 2003
In an action for discharge without just cause, denial of defendant's motion for JMOL is reversed where the lack of legitimate expectation of just-cause employment, and the amendment to the employment policy disclaiming just-cause employment, show that plaintiff was an at-will employee.
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