Plaintiffs ability to represent the class on the narrow claims which remain eligible for class certification, namely, the claims for declaratory and injunctive relief. Plaintiffs remaining claims constitute a facial challenge to the legality of Harrah’s EEBOP. Plaintiff alleges, and Harrah’s does not dispute, that Harrah’s EEBOP was uniformly applied to all employees and applicants, regardless of their managerial or union status. Accordingly, I conclude that Plaintiff, as a Caucasian individual with an interest in employment opportunities at Harrah’s to whom Harrah’s EEBOP applies, may adequately represent the interest of putative class members, namely, Caucasians with an interest in employment opportunities at Harrah’s to whom Harrah’s EEBOP applies. See Wetzel, 508 F.2d 239, 247-248 (<HOLDING>). C. Rule 23(b) Analysis Having found that the
holding that an employers policy requiring female employees to make larger pension fund contributions than male employees was discriminatory on its face in violation of title vii holding that where an spa does not mention former employees but only current employees and a complaint only alleges that former employees were solicited there is no breach of a nonsolicitation clause holding that former employees state law claim of fraud brought against his former employer was preempted by labor management relations act holding that interests of plaintiffs former employees of defendant company in combating discriminatory policies were coextensive with the interest of all former and present employees subjected to the discriminatory policy holding that plaintiffs had no vested interest in former interpretation of state law