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Retrieved " "Equal protection is at the heart of the Equal Employment Opportunity Commissions (EEOC) interpretation of Title VII, and this court has previously held that the EEOC's interpretation should be controlling when it comes to Title VII issues." EEOC v. Chrysler Corp., 936 F.Supp. 1393, 1401 (D.C.Cal. 1996) (finding that Congress ratified the EEOC's interpretation of its enactment by passing the Civil Rights Act of 1991)."
Retrieved "The defendant concedes that the EEOC's interpretation is a reasonable one, for it finds at least some guidance in the EEOC's regulations promulgated under Title VII. But the defendant argues that the EEOC's interpretation of Title VII must give way before the literal terms of the statute, and that Congress must have intended to leave the determination of proper employee and employer benefit plans for state and federal courts to decide. The defendant also contends that, because the Committee's interpretation only addresses equal terms of employment, it cannot be applied to the employer's right to do business with any willing buyer or seller. Finally, the defendant argues that Congress could not have intended the EEOC to have any role in the regulation of employee benefit plans at all, and that, even if it did, it would have done so explicitly. This court rejects each of these arguments and finds that the EEOC's interpretation is controlling.
In Tennessee Coal, Iron & R. Co. v. Muscoda Local No. 123, 532, the Supreme Court reviewed the Fair Labor Standards Act of 1938 and decided to affirm the decision of the United States Court of Appeals for the Sixth Circuit that the Fair Labor Standards Act applied to employees of a subsidiary of a parent corporation.
The Court's decision that the Fair Labor Standards Act applied to the employees of a subsidiary of a parent corporation, The Fair Labor Standards Act of 1938 applies to employees of a subsidiary of a parent corporation be359ba680
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