Search
From Tree Top
BROWSE SEARCH SPINDOC HELP

LawyerNicholas Diamand

Chief Business Development Officer

Spindle Research, Inc.

NYC

http://www.spindlelaw.com/team
Last edited branch 4 weeks ago:
How to prove discriminatory motive.
Contributed in February 2011 by Piper Hoffman
Last edited 4 weeks ago by Nicholas Diamand
Contributed branch in July 2011 :
Branch is under wraps while the area of law
Exp
is still being built
Contributed branch in July 2011 :
Branch is under wraps while the area of law
Exp
is still being built
Last edited branch in May 2011:
"[E]mployment practices that are facially neutral in their treatment of different groups but that in fact fall more harshly" on a protected group violate Title VII.
Contributed in May 2011 by Piper Hoffman
Last edited in May 2011 by Nicholas Diamand
Last edited branch in May 2011:
Conduct that causes an otherwise illegal disparate impact is permitted if "justified by business necessity."
Contributed in May 2011 & last edited in May 2011 by Piper Hoffman
Contributed branch in April 2011 :
Issues relating to a prima facie case of disparate treatment relating to retaliation.
Contributed in April 2011 by Nicholas Diamand
Contributed branch in April 2011 :
The elements of a case of disparate treatment relating to retaliation considered individually.
Contributed in April 2011 by Nicholas Diamand
Contributed branch in April 2011 :
The elements of a case of disparate treatment relating to termination or demotion considered individually.
Contributed in April 2011 by Nicholas Diamand
Contributed branch in April 2011 :
Issues relating to a prima facie case of disparate treatment relating to termination or demotion.
Contributed in April 2011 by Nicholas Diamand
Contributed branch in April 2011 :
The elements of a prima facie case of disparate treatment relating to failure to hire considered individually.
Contributed in April 2011 by Nicholas Diamand
Last edited branch in April 2011:
A retaliation claim will survive a motion to dismiss if the complaint alleges: (1) The plaintiff engaged in an activity that is protected by Title VII; (2) the plaintiff suffered an adverse employment action; and (3) there is a causal link between the protected activity and the adverse employment action.
Contributed in March 2011 by Piper Hoffman
Last edited in April 2011 by Nicholas Diamand
Contributed branch in April 2011 :
The elements of a case of disparate treatment relating to failure to accommodate religion considered individually
Contributed in April 2011 by Nicholas Diamand
Last edited branch in April 2011:
For a failure to hire claim to survive a motion to dismiss, the complaint must allege that (1) Plaintiff is a member of a protected class; (2) he applied for and was qualified for an open position; (3) he was rejected for the position; and (4) the position was filled with a person not in the protected class who had similar or lesser qualifications than the plaintiff.
Contributed in February 2011 by Piper Hoffman
Last edited in April 2011 by Nicholas Diamand
Last edited branch in April 2011:
For a failure to accommodate religion claim to survive a motion to dismiss, the complaint must allege that (1) Plaintiffs held a bona fide religious belief that conflicted with an employment requirement; (2) they informed their employer of that belief; and (3) they were discharged for failing to comply with the conflicting employment requirement.
Contributed in February 2011 by Piper Hoffman
Last edited in April 2011 by Nicholas Diamand
Last edited branch in April 2011:
For a termination or demotion claim to survive a motion to dismiss, the complaint must allege that the plaintiff (1) "is a member of a protected class; (2) she suffered adverse employment action; (3) she was performing her job duties at a level that met her employer's legitimate expectations at the time of the adverse employment action; and (4) the position remained open or was filled by similarly qualified applicants outside the protected class.”
Contributed in February 2011 by Piper Hoffman
Last edited in April 2011 by Nicholas Diamand
Contributed branch in April 2011 :
Issues relating to a prima facie case of disparate treatment relating to failure to hire.
Contributed in April 2011 by Nicholas Diamand
Last edited branch in March 2011:
In an individual disparate treatment case, the burden of proof and/or production shifts between plaintiff and defendant.
Contributed in February 2011 & last edited in April 2011 by Piper Hoffman
Last edited branch in March 2011:
Issues related to failure to hire.
Contributed in March 2011 by Piper Hoffman
Last edited in March 2011 by Nicholas Diamand
Last edited branch in March 2011:
Issues related to retaliation.
Contributed in March 2011 by Piper Hoffman
Last edited in March 2011 by Nicholas Diamand
Last edited branch in March 2011:
Issues related to termination or demotion.
Contributed in March 2011 by Piper Hoffman
Last edited in March 2011 by Nicholas Diamand
next>>