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27 Nov 2006, 4:46 am
Supreme Court, she relies on the holdings of the Court's 1986 decision in Bazemore v. [read post]
31 Dec 2008, 10:48 am
The second case argued on December 10, 2008, AT&T v. [read post]
2 Nov 2018, 7:32 pm by Schachtman
Despite the inappropriateness of considering the Bazemore precedent after the Court decided Daubert, many lower court decisions have treated Bazemore as dispositive of reliability challenges to regression analyses, without any meaningful discussion.11 In the last several years, however, the appellate courts have awakened on occasion to their responsibilities to ensure that opinions of statistical expert witnesses, based upon regression analyses, are evaluated through the lens of… [read post]
29 Nov 2006, 11:41 am
On Monday, the Supreme Court heard argument in Ledbetter v. [read post]
14 Nov 2006, 10:23 am
I poked around a little with FastCase last night and found one case wherein it was the underlying charge, Bazemore v. [read post]
1 Nov 2011, 7:04 pm by Michael Zimmer
Teamsters, Hazelwood School District and Bazemore v. [read post]
3 Jun 2010, 7:55 pm
"In Bazemore v Koehle, 169 A.D.2d 574, the Appellate Division decided that inasmuch as a probationary employee may be discharged without a hearing of statement of the reasons for the termination so long as the discharge is made in good faith and without any constitutionally or statutorily impermissible motive, no defamatory impression was created and the discharged provisional employee is not entitled to a name clearing hearing.On the issue of name-clearing hearings, the… [read post]
28 Jan 2013, 11:46 am by Schachtman
Federal Press Co., 587 F.2d 612, 617 (3d Cir. 1977) (statistical data about a group do not establish facts about an individual) Bazemore v. [read post]
4 Nov 2018, 10:56 am by Schachtman
Fla. 2018). 11 Id. at 1322-23 (citing Bazemore as a purported justification for the court’s nihilistic approach); see Bazemore v. [read post]
16 Nov 2016, 9:18 am by Cynthia L. Hackerott
Supreme Court’ 1986 decision in Bazemore v Friday and other federal court precedent, a proper MRA requires a plaintiff (i.e. employee/applicant, OFCCP or EEOC) to analyze all the “major” factors which affect pay, Fox instructed. [read post]