In May, a local school district gets hit with an Equal Pay Act jury verdict, and federal judges strike down actions from the previous and current presidential administrations as overreaching. Get the details in this month’s update.
Jury Awards $165K to Female Teachers in Equal Pay Act Case Against Central Bucks School District
A Pennsylvania jury awarded $165,000 in damages to two female teachers, Rebecca Cartee-Haring and Dawn Marinello, who successfully claimed that the Central Bucks School District paid them less than comparable male teachers, violating the Equal Pay Act. The verdict, reached after a second trial, followed a mistrial in 2023 and the decertification of the case as a collective action. Representing the teachers, attorney Edward Mazurek rejected the district’s portrayal of the outcome as a compromise, asserting the jury clearly found long-standing gender-based pay discrimination. The teachers originally sued in 2020, alleging the district inconsistently calculated years of experience based on gender. While Cartee-Haring’s other discrimination claims under Title VII, the ADEA, and the ADA were dismissed, her Equal Pay Act claims proceeded. The court required the plaintiffs to compare their pay to specific male teachers rather than a general group, which the district argued differed in responsibilities and qualifications. The case is Cartee-Haring v. Central Bucks School District, case number 2:20-cv-01995, in the U.S. District Court for the Eastern District of Pennsylvania.
Federal Judge Strikes Down EEOC Abortion Accommodation Mandate Under Pregnant Workers Fairness Act
A Louisiana federal judge ruled that the U.S. Equal Employment Opportunity Commission (EEOC) overstepped its authority in implementing parts of the Pregnant Workers Fairness Act (PWFA) by requiring employers to accommodate elective abortions. In a 40-page decision, Judge David C. Joseph granted summary judgment in favor of Mississippi, Louisiana, and four Catholic organizations, vacating portions of the PWFA final rule that included abortion under “pregnancy, childbirth, or related medical conditions.” He ruled that the EEOC unlawfully assumed congressional power and violated federalism principles by mandating accommodations not explicitly included in the statute. Judge Joseph emphasized that Congress passed the PWFA shortly after the Supreme Court’s Dobbs decision, suggesting lawmakers intentionally omitted abortion-related accommodations. He rejected the EEOC’s argument that the PWFA mirrors Title VII’s protections for abortion. The EEOC’s next steps remain uncertain, as the case was remanded for further agency action. The ruling also follows a similar North Dakota case limiting EEOC enforcement against religious organizations.
Trump Anti-DEI Executive Order targeting Law Firm Struck Down by Federal Judge
A D.C. federal judge struck down former President Donald Trump’s executive order targeting WilmerHale, calling it unconstitutional and retaliatory. Executive Order 14250, issued on March 27, 2025, accused WilmerHale of engaging in discriminatory DEI policies, including the use of race-based targets, which the administration claimed violated civil rights laws. U.S. District Judge Richard J. Leon granted the law firm summary judgment on most claims, ruling the order violated the First Amendment by punishing WilmerHale for representing clients disfavored by Trump, including former inspectors general, Democratic candidates, and those challenging the 2020 election results. The judge emphasized that the order imposed severe sanctions—including terminating federal contracts and blocking firm employees from entering government buildings—intended to cripple the firm’s business, which derives over 30% of its revenue from clients with federal contracts. He also found violations of due process, separation of powers, and the Sixth Amendment right to counsel. Judge Leon dismissed some claims, such as equal protection and spending clause arguments, but still granted declaratory and permanent injunctive relief. WilmerHale praised the ruling as a defense of constitutional rights. This decision follows similar victories for law firms Jenner & Block and Perkins Coie, who were also targeted by Trump. Other BigLaw firms have either filed suits or reached private deals with the Trump administration, prompting scrutiny from lawmakers.
Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment. Jeff also practices in commercial litigation as well as counsels businesses on commercial contract matters.
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