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Walmart Women Can't Bring Class Action for Sex Discrimination: U.S. Supreme Court

by David Doorey June 20, 2011
written by David Doorey June 20, 2011

The much anticipated U.S. Supreme Court decision in Walmart v. Dukes was issued today.  The case involved a class action lawsuit filed on behalf of some 1.5 million Walmart employees alleging Walmart discriminates in pay and promotions against females.  The Supreme Court overruled the lower court and found that the class action did not satisfy the requisite test for class certification. Here is a nice early summary by Professor Marcia McCormick of St. Louis University Law School, from Workplace Prof Blog.
The issues are similar to those raised in recent Canadian class action lawsuits alleging unpaid wages, such as the Scotiabank case I mentioned last week.  However, the laws are not the same and the U.S. decision sets no legal precedent for Canada.  Friend of Doorey’s Workplace Law Blog, Professor Paul Secunda of Marquette Law School, is already calling the Supreme Court decision “a disaster for historically oppressed employees seeking large-scale workplace justice against their employers.”
The decision does not decide whether Walmart discriminates against women.  That issue has not be dealt with yet.  It just means that that female employees now need to proceed with a discrimination case individually, rather than as a collective.  Since few Walmart employees have the means to sue Walmart alone, the dismissal of the class action will effectively ensure that the merits of the allegation are never dealt with, except perhaps in the occasional one-off action.  That is why class action certification litigation is considered to be closely related to access to justice.  Here in Canada, we are watching cases like the Scotiabank carefully to see how our courts deal with these issues.  Stay tuned ….
 

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David Doorey

Professor Doorey is an Associate Professor of Work Law and Industrial Relations at York University. He is Academic Director of Osgoode Hall Law School’s executive LLM Program in Labour and Employment Law and a Senior Research Associate at Harvard Law School’s Labor and Worklife Program. Professor Doorey is a graduate of Osgoode Hall Law School (LL.B., Ph.D), London School of Economics (LLM Labour Law), and the University of Toronto (B.A., M.I.R.).

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thelawofwork David J. Doorey🇨🇦 @TheLawofWork@mas.to @thelawofwork ·
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I can’t believe that Almost Famous came out 23 years ago.

Time is flying by.

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thelawofwork David J. Doorey🇨🇦 @TheLawofWork@mas.to @thelawofwork ·
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I had an LLM student who had a part-time job phantom writing labor arbitration decisions based on arbitrator’s notes and instructions.

Like law clerks do for judges (except parties don’t know about the phantom arb writer).

Is using a machine different? Interesting debate.

Valerio De Stefano @valeriodeste

The crucial part starts on p. 5, where the Court reports the answers to the legal questions they posed to ChatGPT. Then, at the end of p. 6, the Court adopts the arguments given in these answers as grounds for its decision.

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thelawofwork David J. Doorey🇨🇦 @TheLawofWork@mas.to @thelawofwork ·
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Quebec passed anti-scab legislation in 1977, BC in 1993, & Ontario 1993-95.

Hysterical claims that these laws cause job losses & loss of investment aren't supported by evidence. Businesses just don't like them.

Short 🧵

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Seamus O'Regan Jr @SeamusORegan

We’re banning replacement workers, as we said on Oct. 19th.

We’re working with unions and employers to get the balance right.

As agreed, government will introduce legislation by the end of this year.

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