1,939 results for 'nos:"Employment - Civil Rights"'.
J. Rothstein dismisses the job applicant's class action alleging that the furniture company violated Washington law by not posting the wage scale or salary of its job opening. The job applicant fails to state his claim because while intangible injuries like the omission of statutorily required information can be concrete, the job applicant actually alleges a technical violation because the job posting's lack of information does not harm or create a material risk of harm to any single person's concrete interest.
Court: USDC Western District of Washington, Judge: Rothstein, Filed On: April 30, 2024, Case #: 2:23cv1742, NOS: Employment - Civil Rights, Categories: Civil Rights, Employment, Class Action
J. Oliver grants the employer's motion to dismiss, ruling the employee failed to establish a prima facie case for either disparate treatment or hostile work environment. She did not suffer an adverse employment action, but rather resigned of her own accord. The employee was not demoted or fired, and although she claims her resignation was a constructive discharge, the coworker who harassed her repeatedly was not working for the employer at the time and, therefore, she cannot satisfy pleading requirements.
Court: USDC Connecticut, Judge: Oliver, Filed On: April 30, 2024, Case #: 3:23cv1069, NOS: Employment - Civil Rights, Categories: Employment, Evidence
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J. Rowland partially grants a health care analytics company’s motion for summary judgment on one of its former employees’ discrimination claims. The former employee says the company refused to accommodate her depression, anxiety and Sjögren’s Syndrome, then fired her in retaliation for taking FMLA leave. The court finds the former employee has sufficiently alleged her disability discrimination, failure to accommodate and retaliation claims, but grants the company judgment on her FMLA interference claim. The court also denies the company’s motion for sanctions.
Court: USDC Northern District of Illinois, Judge: Rowland, Filed On: April 30, 2024, Case #: 1:22cv1612, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment Discrimination, Employment Retaliation
J. Bennett grants Sherwin-Williams’ motion to compel arbitration and stay of the proceedings in this employment dispute brought by a former paint mixer who alleges race discrimination based on a failure to rehire claim. The paint mixer argues that the arbitration agreement was outside of the scope of his claims and not valid. The court found the arbitration agreement to be valid and enforceable, delegating the threshold issue of arbitrability to the arbitrator.
Court: USDC Maryland, Judge: Bennett, Filed On: April 30, 2024, Case #: 1:23cv3190, NOS: Employment - Civil Rights, Categories: Arbitration, Employment Discrimination, Employment Retaliation
J. Ericksen grants the employer's motion for summary judgment in the former employee's suit alleging discrimination based on race and national origin. A number of the employee's claims are time-barred, and he has not established a prima facie case of discrimination for his claims involving denied overtime opportunities, a suspension and emergency placement and alleged retaliation. He has similarly failed to plead a hostile-work-environment claim.
Court: USDC Minnesota, Judge: Ericksen, Filed On: April 29, 2024, Case #: 0:21cv1318, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination
J. Parker grants the school system's summary judgment motion in this lawsuit brought by a teacher asserting claims under Title VII and the Tennessee Human Rights Act for discrimination, sexual harassment and retaliation. Certain discrete claims of harassment are time-barred, and her hostile work environment claim is not supported by the allegations.
Court: USDC Western District of Tennessee , Judge: Parker, Filed On: April 29, 2024, Case #: 2:22cv2346, NOS: Employment - Civil Rights, Categories: Civil Rights, Education, Employment Discrimination
J. Lasnik dismisses a lawsuit in which the former chief of inventory management for King County Metro Transit accuses the county of not accommodating her religious exemption to the Covid-19 vaccine mandate, placing her on administrative leave and then firing her. The former chief did not give the county timely notice of a religious conflict, because she makes no attempt to explain how a Covid-19 vaccine injection qualifies as a defilement of God's temple while vaccine injections for other illnesses do not, and she acknowledges that neither injections nor vaccines are forbidden in her belief system.
Court: USDC Western District of Washington, Judge: Lasnik, Filed On: April 29, 2024, Case #: 2:23cv823, NOS: Employment - Civil Rights, Categories: Civil Rights, Employment, Covid-19
J. Hunt partially grants the Chicago Board of Education’s motion to dismiss multiple civil rights claims brought by a former employee. The former employee claims the board fired him in retaliation for prior charges he brought, over the board not accommodating his disabilities. The court mostly dismisses his retaliation and ADA discrimination claims, as he had pulled a girl out of class by her wrist and school officials overheard him speaking unprofessionally about a suicidal student, but allows a portion of his claim under the Illinois Whistleblower Act to proceed.
Court: USDC Northern District of Illinois, Judge: Hunt, Filed On: April 29, 2024, Case #: 1:20cv73, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Whistleblowers, Employment Retaliation
J. Cogburn grants the U.S. Postal Service’s motion to dismiss wrongful termination claims under Title VII brought by a former employee whom the service accused of theft. The employee denied the charge, but after an investigative interview, the service fired him. He was advised to sue the service federally within 90 days, but instead, he did so through state court 14 months later. Because he admitted the untimeliness of this, the service is granted dismissal.
Court: USDC Western District of North Carolina, Judge: Cogburn, Filed On: April 26, 2024, Case #: 3:23cv747, NOS: Employment - Civil Rights, Categories: Employment, Government, Employment Retaliation
J. Chambers grants in part the in-home respiratory care provider’s motion for summary judgment in the former Huntington branch manager's retaliatory discharge suit. While there are disputed issues of material facts on her two claims of retaliatory discharge in violation of the West Virginia Patient Safety Act, the company, despite lying to state and federal regulators why they fired her, did not terminate her employment "in an atrocious, intolerable, or extreme way."
Court: USDC Southern District of West Virginia, Judge: Chambers , Filed On: April 26, 2024, Case #: 3:22cv109, NOS: Employment - Civil Rights, Categories: Health Care, Employment Retaliation
J. Howell grants the employer's motion for summary judgment in the employee's suit alleging failures to provide a computer with enlarged font after the surgical removal of her eye and to grant her adequate leave during the Covid-19 pandemic, along with a failure to promote her which she argues was discriminatory. The employee has not shown that the employer's stated reason for failure to promote her, namely a poor interview performance, was pretextual, nor that its reason for terminating her, namely repeated failures to provide medical documentation required for accommodations including leave, was pretextual. The employee's failure-to-accommodate claims also fail, since the employee has not alleged that, when told that the computer they provided was inadequate, her supervisors refused or failed to follow up on her objections or that it did not engage in a good-faith dialogue with the employee as to her leave requests.
Court: USDC District of Columbia, Judge: Howell, Filed On: April 26, 2024, Case #: 1:23cv1507, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination
J. O'Hearn finds for an armored car company accused of firing a service technician for seeking accommodations for a brain tumor that caused him to fall asleep at work because the record indicates the technician was fired for violating the company's open-door and personal device policies during a robbery, and that the company had not exhibited a pattern of animus or antagonism prior to his termination.
Court: USDC New Jersey, Judge: O'Hearn , Filed On: April 26, 2024, Case #: 1:22cv1028, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination
J. Rothstein dismisses the job applicant's complaint that the temp agency violated Washington law by not disclosing the wage scale or salary range of its job openings. The job applicant alleges a technical or procedural violation, which does not qualify as a concrete injury, and he must allege at least that he and others applied for the job with good faith intent and suffered risk of harm by that violation.
Court: USDC Western District of Washington, Judge: Rothstein, Filed On: April 25, 2024, Case #: 2:23cv1680, NOS: Employment - Civil Rights, Categories: Employment
J. Boasberg largely grants the employer and co-worker's motion for summary judgment in the employee's suit against them alleging that his hours were cut and he was terminated after objecting to discriminatory comments by the coworker. The employee has adequately pleaded that the employer's stated reason for a reduction of overtime opportunities was pretextual, but has not made that same showing for his other claims.
Court: USDC District of Columbia, Judge: Boasberg, Filed On: April 25, 2024, Case #: 1:23cv275, NOS: Employment - Civil Rights, Categories: Employment, Employment Retaliation
J. Trauger grants the restaurant defendants' motion for summary judgment in this lawsuit brought by a former employee alleging age discrimination in connection with his termination. The former employee, who worked as a general manager, fails to show that his termination was due to his age. The defendants cited "his restaurant's culture, as evidenced by the complaints," and he does not establish that the reason was pretext for discrimination.
Court: USDC Middle District of Tennessee , Judge: Trauger, Filed On: April 25, 2024, Case #: 3:22cv885, NOS: Employment - Civil Rights, Categories: Civil Rights, Evidence, Employment Discrimination
J. Oliver grants FedEx's motion for summary judgment, ruling the employee's hostile work environment claims were filed outside the statute of limitations and, therefore, must be dismissed as untimely. Meanwhile, because the employee failed to cite any similarly situated employees as comparators for his age and race retaliation claims, those fail as a matter of law and the lawsuit will be dismissed in its entirety.
Court: USDC Connecticut, Judge: Oliver, Filed On: April 25, 2024, Case #: 3:22cv1472, NOS: Employment - Civil Rights, Categories: Civil Procedure, Employment, Employment Discrimination
J. Cooper partially grants the television network's motion to dismiss its former Capitol Hill producer's suit alleging that he was fired for opposing false reporting of voter fraud and inaccurate coverage of the January 6, 2021 riot at the U.S. Capitol. The producer has not plausibly alleged that he was discriminated against because of his political affiliation, since a D.C. law barring such discrimination narrowly defines "political affiliation" as membership in or endorsement of a political party. He also has not alleged that he was terminated as a reprisal for political activity, nor cited an established policy that the network violated by firing him. While he purports that the network's stated reason for firing him, failing to show up to work when he called in sick, was pretextual, he has plausibly stated a claim of retaliation under the Sick Leave Act because of that stated reason for termination.
Court: USDC District of Columbia, Judge: Cooper, Filed On: April 24, 2024, Case #: 1:23cv3401, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination, Employment Retaliation