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Date: 08-15-2023

Case Style:

Calvin Carter v. First Watch Restaurants, Inc.

Case Number: 5:23-cv-01513

Judge: Sara Lioi

Court: United States District Court for the Northern District of Ohio (Summit County)

Plaintiff's Attorney:

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Defendant's Attorney: Carrie Valdez

Description: Akron, Ohio civil rights lawyer represented Plaintiff who sued Defendant on a job discrimination theory.

"There are a number of federal laws in the United States that prohibit job discrimination. These laws include:

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin.
The Equal Pay Act of 1963 prohibits discrimination in pay between men and women who perform equal work in the same establishment.
The Age Discrimination in Employment Act of 1967 prohibits discrimination in employment on the basis of age for individuals who are 40 years of age or older.
Title I of the Americans with Disabilities Act of 1990 prohibits discrimination in employment on the basis of disability.
The Genetic Information Nondiscrimination Act of 2008 prohibits discrimination in employment on the basis of genetic information.

These laws apply to all employers with 15 or more employees. They prohibit discrimination in all aspects of employment, including hiring, firing, pay, promotions, training, and benefits.

If you believe that you have been discriminated against in employment, you may file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC is a federal agency that enforces the federal anti-discrimination laws.

You may also file a lawsuit in federal court. However, you must file a complaint with the EEOC first, and the EEOC must dismiss your complaint before you can file a lawsuit.

If you are successful in your complaint, you may be awarded back pay, front pay, compensatory damages, and punitive damages. You may also be awarded attorney's fees.

It is important to remember that you have rights in the workplace. If you believe that you have been discriminated against, you should contact an employment lawyer to discuss your options."

"The Federal Arbitration Act (FAA) is a federal law that governs arbitration agreements in the United States. The FAA was enacted in 1925 and has been amended several times since then.

The FAA provides that arbitration agreements are valid, irrevocable, and enforceable, except upon such grounds as exist at law or in equity for the revocation of any contract. This means that parties to a contract can agree to arbitrate any dispute that arises out of or relating to the contract, and the courts will generally enforce that agreement.

The FAA also provides for a number of procedural rules that govern arbitrations. For example, the FAA requires that arbitrators be neutral and impartial, and that they follow the rules of evidence that would be applied in a court of law.

The FAA has been controversial since its inception. Some people believe that it gives too much power to arbitrators and takes away the right of people to have their disputes decided by a jury. Others believe that the FAA is necessary to promote efficient and cost-effective dispute resolution.

The FAA has been upheld by the Supreme Court on several occasions. In the 1980 case of Southland Corp. v. Keating, the Supreme Court held that the FAA preempts state laws that invalidate arbitration agreements. This means that state laws that would otherwise invalidate an arbitration agreement are not enforceable.

The FAA has also been applied to a wide range of disputes, including employment disputes, consumer disputes, and business disputes. In recent years, there has been a growing trend towards arbitration in the United States. Many businesses now require their employees to sign arbitration agreements as a condition of employment. And many consumer contracts also contain arbitration clauses.

The FAA is a complex law with a long history. If you are considering arbitration, you should consult with an attorney to discuss your rights and options."

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Outcome: 08/15/2023 6 Order of Dismissal. This case is referred to binding arbitration and is dismissed without prejudice. Judge Sara Lioi on 8/15/2023. (V,A) (Entered: 08/15/2023)

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