1,949 results for 'nos:"Employment - Civil Rights"'.
J. Aiken denies summary judgment to the sheriff's office for the deputy sheriff's claim that it fired her for opposing the office's practice of subjecting its female employees to mandatory overtime more often than its male employees. The deputy sheriff plausibly alleges that she and other female employees suffered injury under the office's gender discriminatory conduct, as being at greater risk of falling under mandatory overtime with less predictable circumstances harms morale.
Court: USDC Oregon, Judge: Aiken, Filed On: June 28, 2023, Case #: 6:20cv1440, NOS: Employment - Civil Rights, Categories: Civil Rights, Employment, Employment Discrimination
J. Griesbach finds in favor of the mental health hospital in the employee's lawsuit claiming she was retaliated against and forced to resign from her job because of her pregnancy, including through harassment she faced from a female supervisor who cast her maternity leave in a negative light and asked when she was going to stop getting "knocked up." The employee's sex discrimination and retaliation claims under Title VII and the Pregnancy Discrimination Act fail because she has not brought nearly enough evidence proving she was constructively discharged, in part because there is nothing in the record to suggest the hospital intended to fire her prior to her resigning when she returned from maternity leave, or that her work environment had become intolerable or unbearable. Summary judgment is granted to the hospital and the employee's claims are dismissed.
Court: USDC Eastern District of Wisconsin, Judge: Griesbach, Filed On: June 28, 2023, Case #: 1:22cv551, NOS: Employment - Civil Rights, Categories: Civil Rights, Employment Discrimination
J. Sammartino partly grants an airline's motion for summary judgment concerning a part-time customer service employee's sex harassment claims alleging that a co-worker touched her thigh at least five times. The employee fails to present evidence that her male co-worker engaged in quid pro quo sexual harassment, but does sufficiently allege that he may have created a hostile work environment even though he was not a supervisor.
Court: USDC Southern District of California, Judge: Sammartino, Filed On: June 28, 2023, Case #: 3:22cv203, NOS: Employment - Civil Rights, Categories: Employment
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
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J. Sitarski denies a company’s motion for Rule 11 Sanctions. The company alleges a former employee left the company, went to work for a competitor, and continued to access its systems after his employment ceased. The company has not presented adequate evidence to support its claims, and not enough to merit sanctions against the former employee.
Court: USDC Eastern District of Pennsylvania, Judge: Sitarski, Filed On: June 27, 2023, Case #: 5:22cv4557, NOS: Employment - Civil Rights, Categories: Employment, Sanctions, Trade Secrets
J. Cain denies summary judgment to a nationwide employment agency, ruling in favor of a branch manager who sued her bosses for disability discrimination after she was fired shortly after her diagnosis of a headache disorder requiring treatment with three spinal taps. Her employer alleges she was terminated for poor performance. Given the short duration of the employee’s condition, the court is unable to determine that she was actually disabled. She may prevail based on pre-termination statements made by her employers. Her case fails if it is shown that her condition was "objectively transitory and minor."
Court: USDC Western District of Louisiana , Judge: Cain, Filed On: June 27, 2023, Case #: 2:20cv1621, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment Discrimination, Labor
J. Hollander partially denies a university's motion for partial summary judgment in a suit brought by a former professor for disability discrimination. The professor claims that he was not physically able to complete certain tasks the university required of him without reasonable accommodation, which it did not provide. The university is granted judgment as to its failure to accommodate under state law because the professor has not exhausted administrative remedies, but otherwise, the professor's claims will proceed.
Court: USDC Maryland, Judge: Hollander, Filed On: June 27, 2023, Case #: 1:21cv656, NOS: Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment, Employment Discrimination
J. Haines finds that Idlewild Park and SoakZone may force a lifeguard to arbitrate sexual harassment claims contending she had been fired when employers discovered she was in a relationship with a woman because the employer sufficiently pleaded the employee received a digital copy of the company's arbitration agreement upon hire and that her termination preceded the "ending forced arbitration of sexual assault and sexual harassment act" of 2021.
Court: USDC Western District of Pennsylvania, Judge: Haines, Filed On: June 27, 2023, Case #: 3:22cv165, NOS: Employment - Civil Rights, Categories: Arbitration, Employment, Lgbtq
J. Alejandro grants Amtrak’s motion for summary judgment in this employment matter. A former inspector for Amtrak claims he was terminated because he is African-American, but he presents no evidence to support his claims of discrimination and retaliation. While the inspector was employed with Amtrak, investigators found he had accepted a suit and shoes and a furnace for his church from an Amtrak contractor, which violates Amtrak’s Standards of Excellence and Conflict of Interest Policy, and the violation is the basis for his termination. The instant court finds the inspector did not meet his burden of proof and evidence is insufficient to support his claims.
Court: USDC Eastern District of Pennsylvania, Judge: Alejandro, Filed On: June 27, 2023, Case #: 21-5355, NOS: Employment - Civil Rights, Categories: Evidence, Employment Discrimination
J. Skretny allows a nun who served at a college as professor and archivist to continue claims contending she had been fired due to her religion. However, evidence did not indicate she suffered age discrimination even though the college retained four employees in their 30's since the nun had been fired due to plummeting student enrollment. At the same time, invoking student enrollment as the reason for firing her as an archivist was pretextual.
Court: USDC Western District of New York, Judge: Skretny , Filed On: June 26, 2023, Case #: 1:20cv22, NOS: Employment - Civil Rights, Categories: Employment Discrimination
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. Lioi grants the employer's motion for summary judgment, ruling the Taiwanese-born professor fails to establish a prima facie case for race or national origin discrimination. The statistical evidence related to the university's staff reduction is not from a credible source and, at best, shows a marginal difference between the number of Asian and white employees fired by the university. Additionally, the university had a legitimate reason to eliminate the professor's position based, in part, on her lack of affiliation with a program at the university, and evidence she had one of the highest salaries and primarily taught required courses that could be picked up by less experienced professors.
Court: USDC Northern District of Ohio, Judge: Lioi, Filed On: June 22, 2023, Case #: 5:21cv2277, NOS: Employment - Civil Rights, Categories: Education, Employment Discrimination
J. Cobb denies in part the FBI's motion to dismiss an employee's allegations of hostile work environment and constructive discharge. The employee sufficiently alleges that her supervisors routinely made sexist comments to her, passed her over for a promotion and instead promoted a less-qualified male coworker, threatened to report her for time and attendance fraud if she complained about the discrimination, assigned her to a position beneath her qualifications, and gave her a negative performance review in which she was called "too emotional." The employee has also sufficiently alleged that she felt compelled to resign as a result of the discrimination.
Court: USDC District of Columbia, Judge: Cobb, Filed On: June 21, 2023, Case #: 1:18cv2712, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination
J. Hornak allows a mental health counselor to pursue vicarious liability claims against the hospital that employed her while she gained clinical hours. She contends her supervisor retaliated against her for taking medical leave for anxiety and obsessive compulsive disorder by refusing to sign off on more than 2,500 experiential hours she had earned, and the hospital may be responsible for adverse employment actions imposed by the supervisor.
Court: USDC Western District of Pennsylvania, Judge: Hornak, Filed On: June 21, 2023, Case #: 2:22cv1306, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment, Employment Retaliation