The Supreme Court recently resolved a split among the circuits, and held that the 3 catchall federal four-year statute of limitations, 28 U.

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These two trends - rule by management committee and non-equity salaried partners - mean that many professionals who are denominated as "partners" are, in fact, employees for the purposes of the employment discrimination statutes. Only the former are excluded from the definition of employee under the employment discrimination statutes. In contrast, where the employee, although denominated a partner, received a regular salary, lacked equity, lacked any meaningful opportunity to exercise management or control over the partnership, and was not liable for the partnership's debts, then the circuit courts have held that such persons are employees.

The Court seemed to lean towards finding that these shareholder-employees would not be statutory employees, but remanded to the district court for further fact finding. Further, an increasing number of partners are now "salary" or "income" partners, which means that they get a fixed salary instead of a share of the profits, and they do not have any equity in the partnership. The courts have consistently drawn a line between "general" partners - those who have equity in the partnership, have a significant degree of management or control over the partnership, are subject to liability, and are compensated as a function of the partnership's profit - and "nominal" partners - those who do not have equity, do not have any significant management or control over the partnership, are not subject to liability, and are compensated primarily or exclusively on a wage basis. 1987) (plaintiff was a general equity partner in an accounting firm, was entitled to compensation as a share of firm profits, contributed to capital, had unlimited personal liability, and had the right to vote on nearly all matters affecting the partnership).

In contrast, federal-sector employees must inform their agency's designated EEO office within 45 days of the alleged discrimination or harassment; the agency then allows the employee to participate in either counseling or alternative dispute resolution.

Title VII's "mixed motive" element allows the plaintiff to recover if she "demonstrates that race, color, religion, sex, or national origin was a motivating factor for any employment practice, even though other factors also motivated the practice." 42 U.

.” The paper was presented at an American Law Institute-American Bar Association continuing legal education seminar entitled “Current Developments in Employment Law,” which was held in Santa Fe, New Mexico on July 29, 2004. Harassment in the Workplace Download the PDF version here. INTRODUCTION This chapter provides an overview of harassment employment law claims under Title VII and Section 1981, with an emphasis on sexual harassment and racial harassment claims, and a briefer presentation of concurrent state civil rights remedies.

There are no comprehensive statistics for the total number of all workplace harassment complaints, formal and informal, since there is no central repository for the reporting of complaints that are resolved before going through the agency or judicial stage. These statistics do not include charges filed with state or local agencies but not cross-filed with the EEOC. § 2000e et seq.; racial harassment claims can also be brought under the Reconstruction-Era civil rights statute, 42 U. Section 1981 provides, in relevant part, that: (a) All persons . shall have the same right in every State and Territory to make and enforce contracts . (c) The rights protected by this section are protected against impairment by nongovernmental discrimination and impairment under color of State law. (b) For purposes of this section, the term "make and enforce contracts" includes the making, performance, modification, and termination of contracts, and the enjoyment of all benefits, privileges, terms, and conditions of the contractual relationship. Thus, courts now recognize that racial discrimination and harassment claims by employees lie within the statutory protection of Section 1981.