2,131 results for 'cat:"Employment Discrimination"'.
J. Urias grants the employer's motion to dismiss, ruling the employee's failure to provide evidence any major life activity was limited by an adverse reaction to a previous vaccine prevents him from establishing a disability that would allow his discrimination claims to proceed. Meanwhile, the employee's failure to file administrative remedies for religious discrimination with the EEOC constitutes a failure to exhaust his administrative remedies and requires dismissal of the religious discrimination claims.
Court: USDC New Mexico, Judge: Urias, Filed On: April 26, 2024, Case #: 1:23cv361, NOS: Other Labor Litigation - Labor, Categories: Covid-19, employment Discrimination
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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. Dick grants a request by the state department of corrections, dismissing on procedural grounds the Title VII complaint of a fired black prison lieutenant, a 20-year veteran. He alleges he was fired for his use of force on an inmate, but a white captain who allegedly committed equal or greater violations of department police in the same incident, got to keep his job. The lieutenant’s claims of racial bias favoring the white captain fail because employees of different rank or status cannot be similarly situated.
Court: USDC Middle District of Louisiana, Judge: Dick, Filed On: April 26, 2024, Case #: 3:22cv897, NOS: Other Civil Rights - Civil Rights, Categories: Civil Procedure, employment Discrimination, Employment Retaliation
Per curiam, the appellate division finds that the lower court properly dismissed an employee's age discrimination suit. The employer submitted evidence that it believed its swap dealer registration was imminent, and therefore restructured the employee's department based on the bank's anticipated future needs. Affirmed.
Court: New York Appellate Divisions, Judge: Per curiam, Filed On: April 25, 2024, Case #: 02264, Categories: employment Discrimination
J. Cummings partially grants an auto body shop’s motion for summary judgment on a former employee’s discrimination claims. The former employee claims she faced discrimination at work on the basis of her pregnancy, and was eventually fired. The court finds the former employee has abandoned her hostile work environment claim, as she did not respond to the auto shop’s argument against it, but allows the rest of her allegations to go forward.
Court: USDC Northern District of Illinois, Judge: Cummings, Filed On: April 25, 2024, Case #: 1:21cv2524, NOS: Other Civil Rights - Civil Rights, Categories: Employment, Vehicle, employment Discrimination
J. Hanen finds that evidence does not support an employee’s claims that his prior employer retaliated against him by investigating his conduct after he made complaints about discrimination. There is evidence that the employer initiated the investigation into personal expenditures charged by the employee to the company credit card before the employee made complaints of discrimination so the investigation could not have arisen as a retaliatory action. The employer’s request for summary judgment is granted.
Court: USDC Southern District of Texas, Judge: Hanen, Filed On: April 25, 2024, Case #: 4:22cv3454, NOS: Other Civil Rights - Civil Rights, Categories: Civil Rights, employment Discrimination
J. Garcia finds that the appellate division properly dismissed employment discrimination, hostile work environment, and retaliatory termination claims an adjunct professor brought against the university, its administrators, and her colleagues. The district court found for defendants in the original federal claims, and the nearly identical state court action was barred by collateral estoppel. Affirmed.
Court: New York Court Of Appeals, Judge: Garcia, Filed On: April 25, 2024, Case #: 37, Categories: Civil Procedure, employment Discrimination
J. Bloom approves a state commission’s motion to dismiss employment discrimination claim by a former employee who alleged he was harassed and fired due to a disability that made him fall asleep on the job. Because the former employee took no action for more than two years after initiating the case, he did not make a good faith effort to serve notice, as required.
Court: USDC Middle District of Pennsylvania, Judge: Bloom, Filed On: April 25, 2024, Case #: 1:23cv1820, NOS: Civil Rights - Habeas Corpus, Categories: Civil Rights, employment Discrimination, 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
J. McDonough grants the state defendant's motion for summary judgment in this disability discrimination lawsuit brought by a former employee asserting claims under the Rehabilitation Act for failure to engage in the interactive process and failure to provide a reasonable accommodation. The termination letter "cited job abandonment as the cause," and the record shows that the employee failed to provide the employer with a credible return-to-work date, after she allegedly suffered an injury that caused her to miss work for an extended period. The court concludes that she does not establish "a prima facie case of failure to accommodate."
Court: USDC Eastern District of Tennessee , Judge: McDonough, Filed On: April 24, 2024, Case #: 1:23cv88, NOS: Other Civil Rights - Civil Rights, Categories: Ada / Rehabilitation Act, employment Discrimination
J. Davis finds the district court improperly dismissed the disabled, black employee's discrimination and retaliation claims. The employee was hired to work within the county's drug trafficking division. His request to work remotely in 2020, to avoid contracting COVID after throat surgery, being in remission from cancer, was denied by his supervisor. The employee was placed on administrative leave after complaining of this and an internal data breach involving his family, and was allegedly told to remove religious garments during a later discussion with his supervisor. The district court incorrectly determined that the employee failed to produce evidence that he informed the county of his disabilities or that he requested accommodation. Furthermore, the district court failed to treat the drug trafficking division as the same entity as the county. Vacated.
Court: 5th Circuit, Judge: Davis , Filed On: April 24, 2024, Case #: 23-10872, Categories: Government, employment Discrimination, Employment Retaliation
J. Merchant dismisses a Middle Eastern employee’s retaliation claims against a Brooklyn health care provider, finding that filing complaint she made against her supervisor, for forcing her to work near an employee who tested positive for Covid-19, is not protected activity for purposes of a retaliation claim. The court however preserves her discrimination claims, finding she provides enough detail to allege she faced differential treatment because of her national origin.
Court: USDC Eastern District of New York, Judge: Merchant, Filed On: April 24, 2024, Case #: 1:23cv3313, NOS: Employment - Civil Rights, Categories: Covid-19, employment Discrimination, Employment Retaliation
J. O’Connor finds that an attorney who claims that she was not promoted because she is female did not show that her employer’s reason for not promoting her is pretextual. The attorney’s claims that the qualifications of person hired for the position were exaggerated do not meet the requirement for pretext to a discriminatory decision that any reasonable employer would find the protected class member’s qualifications are superior. However, the attorney’s claims for failure to promote based on her age can proceed. The employer’s motion to dismiss claims of discrimination based on sex are granted but the motion to dismiss based on age is denied.
Court: USDC Northern District of Texas , Judge: O’Connor, Filed On: April 24, 2024, Case #: 4:23cv566, NOS: Employment - Civil Rights, Categories: Civil Rights, employment Discrimination
J. Novak denies the university's motion to dismiss claims of gender discrimination. An accomplished Black female news director turned communications professor properly presented facts that her Black male supervisor gave her unfavorable assignments, tried to take her role as internship director away, suggested she needed to teach more courses than anyone else in the department and directed her to teach specific courses without her input, while her male and White female counterparts exercised flexibility in choosing courses to instruct.
Court: USDC Eastern District of Virginia, Judge: Novak, Filed On: April 24, 2024, Case #: 3:23cv777, NOS: Other Civil Rights - Civil Rights, Categories: Education, employment Discrimination, Employment Retaliation