racial discrimination

“have-we-no-shame?”:-trump’s-nih-grant-cuts-appallingly-illegal,-judge-rules

“Have we no shame?”: Trump’s NIH grant cuts appallingly illegal, judge rules

“Where’s the support for that?” Young asked. “I see no evidence of that.”

Meanwhile, a lawyer representing one of the plaintiffs suing to block the grants, Kenneth Parreno, seemingly successfully argued that canceling grants related to race or transgender health were part of “a slapdash, harried effort to rubber stamp an ideological purge.” At the trial, Young noted that much of the information about the grant cancellations was only available due to the independent efforts of academics behind a project called Grant Watch, which was launched to crowdsource the monumental task of tracking the cuts.

According to Young, he felt “hesitant to draw this conclusion” but ultimately had “an unflinching obligation to draw it.”

Rebuking the cuts and ordering hundreds of grants restored, Young said “it is palpably clear that these directives and the set of terminated grants here also are designed to frustrate, to stop, research that may bear on the health—we’re talking about health here, the health of Americans, of our LGBTQ community. That’s appalling.

“You are bearing down on people of color because of their color,” Young said. “The Constitution will not permit that… Have we fallen so low? Have we no shame?”

Young also signaled that he may restore even more grants, noting that the DOJ “made virtually no effort to push back on claims that the cuts were discriminatory,” Politico reported.

White House attacks judge

Andrew Nixon, a spokesperson for the Department of Health and Human Services, told NYT that in spite of the ruling, the agency “stands by its decision to end funding for research that prioritized ideological agendas.” He claimed HHS is exploring a potential appeal, which seems likely given the White House’s immediate attacks on Young’s ruling. Politico noted that Trump considers his executive orders to be “unreviewable by the courts” due to his supposedly “broad latitude to set priorities and pause funding for programs that no longer align.”

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apple-must-face-suit-over-alleged-policy-of-underpaying-female-workers

Apple must face suit over alleged policy of underpaying female workers

While some of Apple’s defense was deemed “demonstrably inaccurate” and most of its arguments “insufficient,” Apple did successfully argue against efforts to seize back pay for former female employees no longer working for Apple who were seemingly also impacted by allegedly sexist policies implemented in 2020. That claim must be dropped as the proposed class action moves forward.

Additionally, another claim alleging pay disparity that was linked to racial discrimination was suspended. But the Apple worker suing, Zainab Bori, will have a chance to amend her claim that she was fired as retaliation for filing a discrimination complaint. It could survive if she adds currently missing evidence that “she suffered an adverse employment action” while working under a manager with an alleged “history of negative interactions with African American employees,” Schulman’s order said.

Apple did not immediately respond to Ars’ request for comment.

In a press release sent to Ars, Eve Cervantez, a lawyer representing Apple workers suing, celebrated the court’s ruling.

“I am really pleased with today’s ruling,” Cervantez said. “This start low, stay low practice has been a no-win situation for women working at Apple for years. So, I’m glad they will have their day in court.”

Apple accused of ignoring hostile work environment

For Justina Jong—whom the complaint noted joined Apple in 2013 and has helped lead “cross-functional teams that improve the App Review experience for global app developers”—this week’s win might be particularly encouraging after Apple allegedly refused to take her experience with sexual harassment seriously.

Jong has alleged that in 2019, Blaine Weilert, a senior member of an Apple talent development team, touched her in a sexually suggestive manner without consent. Although Weilert admitted to the act and was disciplined, Apple tried and failed to argue this was a one-time offense that didn’t constitute a hostile work environment or warrant Jong’s repeated requests to be moved away from Weilert in Apple’s offices.

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