EEOC v. Waffle House, Inc.
E165270
EEOC v. Waffle House, Inc. is a 2002 U.S. Supreme Court case that held the Equal Employment Opportunity Commission can pursue victim-specific relief in court for an employee despite that employee’s agreement to arbitrate disputes with the employer.
All labels observed (2)
| Label | Occurrences |
|---|---|
| EEOC v. Waffle House, Inc. canonical | 1 |
| Equal Employment Opportunity Commission v. Waffle House, Inc. | 1 |
How this entity was disambiguated
This entity first appeared as the object of triple T1440252 — resolving that mention is where its identity was fixed. The disambiguator weighed these candidate entities and picked the highlighted one (or “None”, minting a new entity). This is how homonymy is resolved: the same surface form can point to different entities.
NED1
Entity disambiguation (via context triple)
gpt-5-mini-2025-08-07
Target entity: EEOC v. Waffle House, Inc. Context triple: [Equal Employment Opportunity Commission, subjectOf, EEOC v. Waffle House, Inc.]
-
A.
Griggs v. Duke Power Co.
Griggs v. Duke Power Co. is a 1971 U.S. Supreme Court decision that established the doctrine of disparate impact in employment discrimination law, holding that seemingly neutral job requirements that disproportionately exclude protected groups can violate Title VII.
-
B.
Heart of Atlanta Motel, Inc. v. United States
Heart of Atlanta Motel, Inc. v. United States is a landmark 1964 U.S. Supreme Court case that upheld the constitutionality of the Civil Rights Act of 1964 by affirming Congress’s power to prohibit racial discrimination in public accommodations under the Commerce Clause.
-
C.
Employment Division v. Smith
Employment Division v. Smith is a landmark 1990 U.S. Supreme Court decision that significantly narrowed protections for religious practices under the Free Exercise Clause by upholding the enforcement of neutral, generally applicable laws even when they incidentally burden religion.
-
D.
McDonnell Douglas Corp. v. Green
McDonnell Douglas Corp. v. Green is a 1973 U.S. Supreme Court decision that established the key burden-shifting framework for proving employment discrimination under Title VII.
-
E.
Ware v. Hylton
Ware v. Hylton was a 1796 U.S. Supreme Court case that held federal treaties override conflicting state laws, helping to establish the authority of the national government under the Constitution.
- F. None of above. chosen
- G. Unsure - the case is ambiguous/there is not enough information to decide.
NED2
Entity disambiguation (via description)
gpt-5-mini-2025-08-07
Target entity: EEOC v. Waffle House, Inc. Target entity description: EEOC v. Waffle House, Inc. is a 2002 U.S. Supreme Court case that held the Equal Employment Opportunity Commission can pursue victim-specific relief in court for an employee despite that employee’s agreement to arbitrate disputes with the employer.
-
A.
Griggs v. Duke Power Co.
Griggs v. Duke Power Co. is a 1971 U.S. Supreme Court decision that established the doctrine of disparate impact in employment discrimination law, holding that seemingly neutral job requirements that disproportionately exclude protected groups can violate Title VII.
-
B.
Heart of Atlanta Motel, Inc. v. United States
Heart of Atlanta Motel, Inc. v. United States is a landmark 1964 U.S. Supreme Court case that upheld the constitutionality of the Civil Rights Act of 1964 by affirming Congress’s power to prohibit racial discrimination in public accommodations under the Commerce Clause.
-
C.
Employment Division v. Smith
Employment Division v. Smith is a landmark 1990 U.S. Supreme Court decision that significantly narrowed protections for religious practices under the Free Exercise Clause by upholding the enforcement of neutral, generally applicable laws even when they incidentally burden religion.
-
D.
McDonnell Douglas Corp. v. Green
McDonnell Douglas Corp. v. Green is a 1973 U.S. Supreme Court decision that established the key burden-shifting framework for proving employment discrimination under Title VII.
-
E.
Ware v. Hylton
Ware v. Hylton was a 1796 U.S. Supreme Court case that held federal treaties override conflicting state laws, helping to establish the authority of the national government under the Constitution.
- F. None of above. chosen
Statements (46)
| Predicate | Object |
|---|---|
| instanceOf |
United States Supreme Court case
ⓘ
employment discrimination case ⓘ labor law case ⓘ |
| affects |
EEOC enforcement strategy in discrimination cases
ⓘ
employees subject to arbitration clauses ⓘ employers using mandatory arbitration agreements ⓘ |
| areaOfLaw |
arbitration law
ⓘ
employment discrimination law ⓘ |
| arguedDate | October 2, 2001 ⓘ |
| citation |
122 S. Ct. 754
ⓘ
151 L. Ed. 2d 755 ⓘ 534 U.S. 279 ⓘ |
| country |
United States of America
ⓘ
surface form:
United States
|
| court | Supreme Court of the United States ⓘ |
| decidedDate | January 15, 2002 ⓘ |
| decisionDate | 2002 ⓘ |
| dissentingJustices |
Antonin Scalia
ⓘ
Clarence Thomas ⓘ |
| dissentingOpinionBy |
Clarence Thomas
ⓘ
surface form:
Justice Clarence Thomas
|
| docketNumber | 99-1823 ⓘ |
| fullCaseName |
EEOC v. Waffle House, Inc.
self-linksurface differs
ⓘ
surface form:
Equal Employment Opportunity Commission v. Waffle House, Inc.
|
| holding |
An employee’s arbitration agreement does not bar the EEOC from bringing an enforcement action in court on that employee’s behalf.
ⓘ
The EEOC may pursue victim-specific judicial relief, such as backpay, reinstatement, and damages, in its own name, even when the employee has signed an agreement to arbitrate employment-related disputes. ⓘ |
| jurisdiction | federal question jurisdiction ⓘ |
| keyPrinciple |
Private arbitration agreements cannot limit the EEOC’s statutory power to seek victim-specific relief in court.
ⓘ
The EEOC’s enforcement authority is independent of the rights and agreements of individual employees. ⓘ |
| legalIssue |
effect of private arbitration agreements on EEOC enforcement actions
ⓘ
scope of EEOC authority under the Americans with Disabilities Act ⓘ |
| lowerCourt | United States Court of Appeals for the Fourth Circuit ⓘ |
| majorityJustices |
Anthony M. Kennedy
ⓘ
surface form:
Anthony Kennedy
David H. Souter ⓘ
surface form:
David Souter
John Paul Stevens ⓘ Ruth Bader Ginsburg ⓘ Sandra Day O’Connor ⓘ Stephen G. Breyer ⓘ
surface form:
Stephen Breyer
William H. Rehnquist ⓘ
surface form:
William Rehnquist
|
| majorityOpinionBy |
John Paul Stevens
ⓘ
surface form:
Justice John Paul Stevens
|
| petitioner | Equal Employment Opportunity Commission ⓘ |
| relatedDoctrine | Federal Arbitration Act ⓘ |
| respondent | Waffle House, Inc. ⓘ |
| result | Judgment of the Court of Appeals was reversed and the case was remanded. ⓘ |
| statuteInterpreted |
Americans with Disabilities Act
ⓘ
surface form:
Americans with Disabilities Act of 1990
Title VII–style enforcement provisions applicable to the EEOC ⓘ |
| topic |
employment arbitration agreements
ⓘ
federal agency enforcement powers ⓘ |
| yearDecided | 2002 ⓘ |
How these facts were elicited
The pipeline generated the facts above by prompting gpt-5.1 with this entity's name + description and the instruction below.
Instruction
You are a knowledge base construction expert. Given a subject entity and a description of it, return factual statements that you know for the subject as a JSON list of dictionaries(triples), where keys must be "subject", "predicate" and "object". The number of facts may be very high, between 25 to 50 or more, for very popular subjects. For less popular subjects, the number of facts can be very low, like 5 or 10. # Requirements - If you don't know the subject at all, return an empty list. - If the subject is not a named entity, return an empty list. - Include at least one triple where predicate is "instanceOf". - Do not get too wordy. - Separate several objects into multiple triples with one object.
Input
Subject: EEOC v. Waffle House, Inc. Description of subject: EEOC v. Waffle House, Inc. is a 2002 U.S. Supreme Court case that held the Equal Employment Opportunity Commission can pursue victim-specific relief in court for an employee despite that employee’s agreement to arbitrate disputes with the employer.
Referenced by (2)
Full triples — surface form annotated when it differs from this entity's canonical label.
this entity surface form:
Equal Employment Opportunity Commission v. Waffle House, Inc.