After discovery is completed meet w trial judge

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After discovery is completed meet w/ trial judge, explore possibility of settlement, or  identify issues in dispute Jury Selection Voir Dire: oath taken by jurors to tell the truth Jurors can be dismissed for no reason or for cause (bias) The Trial Opening Arguments Evidence must be relevant to the issues (tends to prove or disprove) Plantiff’s Motion for Directed Verdict Defendant’s Evidence: plantiff can ‘rebut’ the evidence, and defense can state  ‘rejoinders’ Post-trial Motions After jury reaches a verdict, either party can make a pos-trial motion Motion for J.N.O.V: granted only if the jury’s verdict was unreasonable and erroneous Motion for New Trial: after looking at all the evidence, judge will grant the motion IF the  jury was in error The Appeal Filing: a party may appeal the jury’s verdict or any legal issue, motion or court ruling  during the trial
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Appellants must have legitimate grounds for appeal (usually legal error) Appellate Review: appeals court can affirm (agree with) or reverse (disagree with) the  lower court’s decision Title VII of the Civil Rights Act Prohibits discrimination in employment on the basis of reace, sex, color, religion, and  national origin. “Sex” now includes pregnancy. Employers must reasonably  accommodate an employee’s religious practices Equal Employment Opportunity Commission Monitors compliance with the Title VII Discrimination Disparate Treatment: Intentional, applicant must prove they are a member of a protected  class; applied, qualified and rejected for job; and employer continued to seek applicants.  Burden shifts to employer who must articulate a legal reason for not hiring Disparate Impact: Unintentional, occurs when a protected group of people is adversely  affected by an employer’s practices, procedures, or tests, even though they do not  appear to be discriminatory Constructive Discharge occurs when  employees   resign  because their  employer's  behavior has become so  intolerable or heinous or made life so difficult that the employee has no choice but to  resign Race & Color Discrimination Title VII prohibits employment policies or intentional/negligent discrimination on basis of  race, color, national origin “Reverse” Discrimination: against majority group individuals, such as white males Gender Discrimination Employers are prohibited from classifying jobs based on gender, unless employer can  prove gender is essential to the job Sexual Harassment Quid Pro Quo: demands for sexual favors are demanded in return for job opportunities,  promotions, salary, increase or other tangible benefits
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