738 results for 'cat:"Employment Discrimination" AND cat:"Employment Retaliation"'.
J. D'Agostino enters judgment in favor of Tompkins County and its social services department on a former security guard’s employment discrimination and retaliation claims which alleged he suffered discrimination on the basis of his gender and age and received several disciplinary actions in retaliation for taking Family and Medical Leave Act leave as well as voicing concerns regarding workplace violence. The court finds he was not discriminated on any of the alleged bases he claims and further finds he was unable to connect his employer’s alleged retaliatory actions, including reassigning him to a later shift, with his reports of workplace violence or his requests for medical leave.
Court: USDC Northern District of New York, Judge: D’Agostino, Filed On: July 11, 2023, Case #: 3:21cv1019, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Bennett grants a former Baltimore maintenance manager’s motion for leave to file an amended complaint after he alleged the city retaliated against him for filing a complaint against it for race discrimination. The manager alleges that a supervisor gave preferential treatment to white employees over Black employees in the form of pay increases and promotions. Following that suit, the manager claims increasing negative treatment by supervisors, and they also retaliated by firing him for not reporting damage to a private vehicle with a city truck and his romantic involvement with another city worker. However, the city has no specific policy against either of these things, thus making the retaliation claim legitimate.
Court: USDC Maryland, Judge: Bennett, Filed On: July 10, 2023, Case #: 1:22cv3268, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, employment Retaliation
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J. Lawson partially grants the board's motion to dismiss a hostile work environment, retaliation and race and sex-based discrimination action brought by a law professor. The board is entitled to sovereign immunity as a department of the state from the professor's claims under the Elliot-Larsen Civil Rights Act and the Persons With Disabilities Civil Rights Act. The professor, a Black woman, failed to allege sufficient facts to show that the board discriminated against her on the basis of her race, gender or because she was unmarried. However, the professor stated a plausible claim for retaliation based on the suspension of her teaching duties and salary benefits after she made and reported her civil rights complaints.
Court: USDC Eastern District of Michigan, Judge: Lawson, Filed On: July 7, 2023, Case #: 2:22cv12021, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Civil Rights, employment Discrimination, employment Retaliation
J. Burroughs partially grants a former employer’s motion to dismiss its Pakistani former employee’s claims that they discriminated and retaliated against him based on his race, national origin and religion. The former employee waited beyond the statute of limitations to file a lawsuit, and while he did try to resolve the discriminatory and threatening behavior he was subjected to internally, which can account for some of the time it took for him to file a complaint, there was still ample time after he had tried to address the matter internally and management failed to support him where he could have filed a complaint.
Court: USDC Massachusetts, Judge: Burroughs, Filed On: July 7, 2023, Case #: 1:22cv11893, NOS: Civil Rights - Habeas Corpus, Categories: Employment, employment Discrimination, employment Retaliation
J. Levy finds in favor of the employer in a retaliation and disability and race discrimination action brought by an employee alleging violations of the ADA, the Michigan Persons with Disabilities Civil Rights Act, the Elliott-Larsen Civil Rights Act and the Michigan Worker's Disability Compensation Act. The employee, a Black man, alleged that the employer required him to do menial work which aggravated an injury he suffered on the job. The employee failed to show that he suffered an adverse employment action or that he experienced an adverse change in compensation. The employee also failed to show that the employer had knowledge that an injury was certain to occur at the mill.
Court: USDC Eastern District of Michigan, Judge: Levy, Filed On: July 6, 2023, Case #: 5:21cv10923, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, employment Discrimination, employment Retaliation
J. Chuang grants the University of Maryland’s motion to dismiss allegations of race and disability discrimination brought by a former painter. The painter, a Black man, has not demonstrated that a written reprimand he received from a white supervisor affected his job in any negative way. Additionally, the painter claims he received the same reprimand because he requested light duty after having cuff rotator surgery, but this claim is time-barred.
Court: USDC Maryland, Judge: Chuang, Filed On: July 5, 2023, Case #: 8:22cv1186, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, employment Retaliation
J. Xinis partially grants the EEOC's motion for default judgment in a sexual harassment and retaliation suit against a business consulting firm. A supervisor for the firm suggested that a USDA FOIA processor have sex with him and that he could "work around" his wife and the processor's boyfriend to do so. After the processor made it clear that the supervisor's behavior was unwelcome, he stopped his advances, but fired her three months later against the USDA's wishes and despite her excellent job performance, making retaliation here a legitimate claim.
Court: USDC Maryland, Judge: Xinis, Filed On: July 5, 2023, Case #: 8:21cv2496, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, employment Retaliation
J. Brann allows a customer service rep from American Home Patient to bring race discrimination claims against her employer because the rep, American Home's only Black employee, sufficiently demonstrated her supervisor created a hostile workplace environment by calling her "coon" and "nigger" while her coworkers laughed.
Court: USDC Middle District of Pennsylvania, Judge: Brann, Filed On: July 3, 2023, Case #: 4:21cv1683, NOS: Other Civil Rights - Civil Rights, Categories: Employment, employment Discrimination, employment Retaliation
J. Lawson adopts the magistrate judge's second report and recommendation and grants the employer's second motion for judgment on the pleadings in the employee's race discrimination and retaliation action. The employee claimed he was fired because he is Mexican and because he complained about a hostile work environment. Three of the employee's objections to the magistrate judge's report do not dispute the findings. One objection fails to explain how the allegations in the complaint give rise to cognizable retaliation claims or show how the employee's alleged hostile work environment complaints were connected to his suspension or firing.
Court: USDC Eastern District of Michigan, Judge: Lawson, Filed On: June 30, 2023, Case #: 2:20cv13023, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Halpern grants the county's motion for summary judgment in this employment racial discrimination suit brought by the Black senior engineering aid who, while working on a bridge project, alleges that his supervisor treated his Caucasian counterparts differently as to overtime and promotion opportunities. The aid's complaining of this resulted in the creation of overtime for him. He later repeatedly refused to meet with his supervisor to discuss his personal use of an assigned vehicle. His arguments regarding company policy on vehicle use do not excuse the insubordination and do not support an inference that the reason for his termination was retaliation for protected activities.
Court: USDC Southern District of New York, Judge: Halpern , Filed On: June 30, 2023, Case #: 7:17cv9121, NOS: Civil Rights - Habeas Corpus, Categories: Evidence, employment Discrimination, employment Retaliation
J. Oxley finds that the trial court properly ruled in favor of the school district in a civil rights, retaliation and hostile work environment action brought by the Black teacher's associate alleging that a white teacher engaged in racial discrimination that led to the associate's constructive discharge. The trial court correctly overruled the associate's challenge to the district's peremptory strike of the only Black potential juror. There is not sufficient evidence to show that the strike was motivated by discriminatory intent. The trial court correctly granted the teacher's motion for a directed verdict on individual liability because there was no evidence that the teacher acted as the associate's supervisor. Affirmed.
Court: Iowa Supreme Court, Judge: Oxley, Filed On: June 30, 2023, Case #: 21-1327, Categories: Civil Rights, employment Discrimination, employment Retaliation
J. Jenkins partially grants an Illinois' city's motion for summary judgment on employment discrimination and retaliation claims brought by one of its former employees. That former employee objected to the city converting her finance director position from part-time hourly to full-time salaried, its decision to fire her when she refused to work the longer hours for less money, and its move to outsource its finance department to a private firm. The court dismisses her claims brought under the Equal Protection Clause, the Illinois Human Rights Act and the First Amendment, but allows her gender discrimination, Illinois Whistleblower Act and retaliatory termination claims to proceed.
Court: USDC Northern District of Illinois, Judge: Jenkins, Filed On: June 29, 2023, Case #: 1:18cv2475, NOS: Employment - Civil Rights, Categories: employment Discrimination, Whistleblowers, employment Retaliation
J. Furman grants CUNY's motion to dismiss this employment discrimination and retaliation suit brought by the Black female former administrator who was terminated after her entanglement with internal political affairs and replaced with a white woman. The evidence does not support the administrator's allegations of racial discrimination. Though her supervisor made efforts to decrease his office's contact with her, this does not prove racial discrimination. The complaint does not give rise to a “minimum inference of discrimination.”
Court: USDC Southern District of New York, Judge: Furman , Filed On: June 29, 2023, Case #: 1:22cv2785, NOS: Civil Rights - Habeas Corpus, Categories: employment Discrimination, employment Retaliation
J. Kollar-Kotelly grants, in part, an individual's motion to compel discovery in connection with her discrimination and retaliation claims against an accounting firm regulator. Although the individual seeks comparator information for any discrimination and retaliation complaints, but only complaints related to race, gender and political discrimination, and retaliation for protected activity.
Court: USDC District of Columbia, Judge: Kollar-Kotelly, Filed On: June 28, 2023, Case #: 1:21cv1006, NOS: Employment - Civil Rights, Categories: Discovery, employment Discrimination, employment Retaliation
J. Griggsby partially denies a casino its motion for summary judgment following sexual harassment and retaliation allegations by a former bar tender. The bartender, a woman, claims a male bartender repeatedly touched her inappropriately and said things like, “I could eat you from front to back” and, “Oh, what I would do to your ass.” While these claims are plausible, her allegation that the casino changed her schedule to force her out of more profitable hours lacks standing.
Court: USDC Maryland, Judge: Griggsby, Filed On: June 22, 2023, Case #: 1:20cv2811, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, employment Retaliation
J. Guidry grants summary judgment to New Orleans, dismissing a police officer’s sexual harassment and hostile workplace claims against the City, holding that the NOPD “swiftly” demoted her supervising sergeant on undisputed allegations that he made inappropriate comments about her breasts and about having sex with her, which she surreptitiously recorded. The officer failed to report her supervisor’s misconduct until four months later, despite opportunities to do so. “Victims of workplace harassment have an obligation to report any alleged misconduct,” and “an employer cannot be held liable for inappropriate conduct of which it had no knowledge.”
Court: USDC Eastern District of Louisiana , Judge: Guidry, Filed On: June 20, 2023, Case #: 2:19cv10766, NOS: Other Civil Rights - Civil Rights, Categories: employment Discrimination, employment Retaliation, Police Misconduct
J. Lioi grants the county's motion for summary judgment, ruling the race discrimination claim must be dismissed because the only allegation of direct discrimination - that police officers would not accept the black employee because of his race - was disproven via discovery. Furthermore, internal disputes about how to address racial inequity within the sheriff's office were not protected speech for the purpose of the employee's retaliation claim because they were part of his job as diversity coordinator, not a matter of public importance.
Court: USDC Northern District of Ohio, Judge: Lioi, Filed On: June 20, 2023, Case #: 5:21cv1638, NOS: Employment - Civil Rights, Categories: Government, employment Discrimination, employment Retaliation