Search for: "Sprint/United Management Company"
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3 Dec, 2007 5:15 am
... in a case presenting important questions regarding the kind of evidence available to plaintiffs alleging employment discrimination. In Sprint/United Management Co. v. Mendelsohn, the Court will be asked to resolve divergent views regarding the admissibility of two ... of a pattern and practice of
discrimination. Ellen Mendelsohn was laid off by Sprint as part of a company wide reduction in force. She sued Sprint claiming
that her selection for termination was the product of age bias. At Sprint's ...
7 Nov, 2007 8:28 pm
... result of Medtronic's action, no more Sprint Fidelis leads will be sold or manufactured and any remaining product should be pulled from inventory and returned to the
company. Patients who are implanted with this lead are encouraged to contact ... ? Medtronic has provided guidance to physicians on how to
reduce the risks in affected patients and ensure that devices are set to more effectively monitor for potential fractures. These patient management recommendations are available at [www.medtronic.com]
15 Jul 5:10 pm
... CTIA - The Wireless Association, the trade group for the mobile phone industry, is trying to prevent customers of companies like AT&T Wireless and Sprint from
taking their own phones with them when they switch providers. When businesses strive to maintain ... of the suit is the company's assertion
that its terms of service prohibit customers from using automated tools to help them manage their data. While Facebook should prevent data-miners from scraping personal data,
there is no reason other ...
6 Dec, 2007 12:42 pm
... the U.S. Supreme Court heard oral argument on an age discrimination case, Sprint/United Management Company v. Mendelsohn, No. 06-1221, the so-called "Me Too" case. The central issue in the case is whether a plaintiff employee may properly introduce
testimonial ... attempted to support her allegations by introducing the testimony of five other former employees of age. Sprint moved to exclude the evidence, arguing that any
reference to alleged discrimination by any other supervisor other ...
21 Oct, 2008 10:29 pm
... v. Minnesota [pdf] Ilya Somin The Many Mendelsohn "Me Too" Missteps: An Alliterative Response to Professor Rubinstein [pdf] Paul Secunda Sprint/United Management Company v. Mendelsohn and Case-by-Case Adjudication of "Me Too" Evidence of Discrimination [pdf] David L.
Gregory The Significance of Sprint/United Management Company v. Mendelsohn: A Reply to
Professors Gregory and Secunda [pdf] Mitchell H. Rubinstein Ordeal By Innocence: Why There Should Be a ...
17 Apr, 2008 2:22 pm
Most Popular Federal Law Article Sprint/United Management Co. v. Mendelsohn In a unanimous decision on February 26, 2008, in the
case Sprint/United Management Company v. Mendelsohn, the United States Supreme
Court held that a trial court can permit a plaintiff employee to introduce evidence that other employees have also experienced discrimination, provided that the testimony-also known as
"me too" evidence-is relevant ...
9 Mar, 2008 11:02 am
... disagreed, arguing the majority absolved the EEOC of the obligation to correctly administer the law. In a unanimous opinion written by Justice Thomas in Sprint/United
Management Company v. Mendelsohn, the Court held that the question of whether evidence of
discrimination by other supervisors (known as "me, too" evidence) should be admitted in an employment discrimination case depended upon a "fact-intensive, context-specific inquiry," ...
25 Nov, 2007 9:03 pm
... Transport Association, et al. Certiorari to the C. A. 1st Circuit. Monday, December 3, 2007 Sprint/United Management
Company v. Ellen Mendelsohn. Certiorari to the C. A. 10th Circuit. Tuesday, December 4, 2007 Donna S. Riegel, Individually and as
Administrator of the Estate of Charles R. Riegel v. ... Wednesday, December 5, 2007 Lakhdar Boumediene, et al. v. George W. Bush, President of the United States, et al.; and
Khaled A. F. Al Odah, Next Friend of Fawzi Khalid ...
7 Dec, 2007 8:57 am
... Appeals ordered a new trial, stating that this type of evidence is always admissible when other employees under the protection of the Age Discrimination in Employment Act have also
lost their jobs. The Supreme Court agreed to hear the appeal filed by Sprint/United Management Company, Ms. Mendelsohn's former employer, and will decide if this "me too" evidence is admissible. The New York Times reported that ...
11 Jun, 2007 3:04 pm
... only a single worker's claim.) The case involves Ellen Mendelson, who worked for a company in Kansas City, Mo., named
Sprint/United Management Co. (a subsidiary of Sprint Nextel Corp.) She was on the payroll there from 1989 to November
2002, ... discrimination cases. The appeal is supported by he Equal Employment Advisory Council and the Society for Human Resource Management.
They contended that admission of "me, too" evidence will prolong litigation in workplace cases, and will unfairly prejudice ...
3 Dec, 2007 12:07 am
Sprint/United Management v. Mendelsohn, which will be argued today at the Supreme Court, raises an important evidentiary issue
that arises time and again in discrimination cases: "whether a district court must ... will make it clear that such evidence is relevant when it is from the same decisionmaker, or from
a different decisionmaker with independent evidence of a company-wide policy of discrimination. A copy of the oral argument transcript is
available from the Supreme Court here.Presented by ...
15 Apr, 2008 10:03 pm
... or former employees who believe that they too had been discriminated against? According to the United States Supreme Court in Sprint/United Management Co. v. Mendelsohn, (February 26, 2008), the admissibility of such evidence will depend on ... " evidence is admissible. Employers should be
cautioned by this decision. Based on this ruling, plaintiffs may be more inclined to allege company-wide discrimination in an effort to permit
them the opportunity to offer "me too" evidence at trial. As a result, ...
27 Feb, 2008 12:09 pm
... held that admissibility must be determined on a case-by-case basis and is within the discretion of the District Court. Sprint/United Management Co. v. Mendelsohn, No. 06-1221, February 26, 2008. Ellen Mendelsohn sued Sprint ... Ignoring this fact, the Court of Appeals found that
Aramburu was distinguishable because it addressed discriminatory discipline not a company-wide policy of discrimination. The Court of Appeals
therefore determined that the evidence Mendelsohn sought to introduce was relevant ...
29 Feb, 2008 2:57 am
This week, the U.S. Supreme Court heard Sprint/United Management Co. vs. Mendelsohn, a suit brought by a former Sprint
employee alleging that her termination resulted from age discrimination. The justices ruled unanimously ... s decision in favor of Sprint. The Circuit Court had ruled that the
testimony by co-workers who had experienced discrimination at the company under different supervisors should have been included in the District
Court proceedings. Lawyers for Mendelsohn argued that the evidence ...
19 Nov, 2007 10:50 am
The Supreme Court is expected to hear the case of Sprint/United Management Co. v. Mendelsohn on December 3. This is an age
discrimination case in which the plaintiff, Ellen Mendelsohn, was laid off. At trial, Mendelsohn wanted to call five ... because it helps reveal the motive behind employment decisions,
which can be very difficult for plaintiffs to prove at trial unless a company decision-maker was walking around calling people names. This is a
big case because the issue comes up so often. One of ...
26 Feb, 2008 4:07 pm
... , Ms. Mendelsohn tried to introduce testimony from five former employees who claimed they had experienced similar treatment by the company.
The Kansas District Court excluded the testimony because these five former employees didn't have the same supervisor ... or inadmissible. It depends on the facts of each case. As Ross
Runkel observed in his blog, this case (Sprint/United Management v. Mendelsohn) was an evidence case within an employment case,
with the Court's decision turning on the proper role ...
11 Jun, 2007 8:03 am
... job bias. The case involving a claim under the Age Discrimination in Employment Act is Sprint/United Management v. Mendelson,
06-1221. Another order invited the U.S. ... Atlantic Research Corp. (05-562, the Court decided that the federal Superfund law allows a company
that has not been sued over a hazardous waste dump or has not ... of unanimity, the Court ruled in Beck v. PACE International Union (05-1448) that a company that sponsors its own pension plan for workers has no duty to consider merging it ...
11 Jun, 2007 8:26 am
... law. U.S. v. Atlantic Research Corp. - a federal superfund law allows a company that has not been sued over a hazardous waste dump to sue
another party, ... federal agencies, to recover some of the cleanup costs. Beck v. PACE International Union - a company that sponsors its own
pension plan for workers does not have the duty to consider merging ... court citation is 446 F.3d 884 (8th Cir. 2006). Sprint/United Management Co. v. Mendelsohn - it appears that this case involves the issue of whether federal ...
26 Feb, 2008 12:42 pm
... the role of so called "me too" evidence in discrimination cases. In Sprint/United Management v. Mendelsohn, the Court ruled
that an employee does not have an automatic right to introduce testimony by nonparties alleging discrimination at the hands of the company
where the alleged discriminatory actions involve supervisors who played no role in the employment decisions related to the employee in the case. The Ohio Employer's ...
17 Mar, 2008 2:13 pm
... in Zubulake v. UBS Warburg - the 800 pound gorilla of eDiscovery decisions - with a dash of Williams v. Sprint/United Management Co. and Qualcomm v. Broadcom Corp. In Zubulake, Judge Shira Scheindlin found that the defendant ... its claims of age-based discrimination. Marean
for the Defendant • Plaintiff's discovery request was unreasonable in its scope (this was a big company after all ...). • The cost of indexing
the full system would be excessive on the Defendant. • Established law sets out a 3 ...
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