2,131 results for 'cat:"Employment Discrimination"'.
J. Williams rules in part for a company accused of firing an equipment driver for taking medical leave twice. The company plausibly demonstrated the employee had been fired due to a company wide reduction in force and that at least one similarly situated, non-disabled employee had been retained. However, the employee plausibly demonstrated a causal nexus between his workers' compensation claims and his firing.
Court: USDC New Jersey, Judge: Williams , Filed On: May 31, 2023, Case #: 1:20cv19875, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, Employment Retaliation
J. Rice partially denies summary judgment to the university for the former head football coach's claim that the university wrongfully denied his request for religious exemption or reasonable accommodations for the Covid-19 vaccine. The former coach adequately alleges that Proclamation 21-14, which imposed vaccination as a condition of employment, generates conflict between employment duties and religious-based objections, and the university does not adequately prove that providing the accommodations would have caused it undue hardship.
Court: USDC Eastern District of Washington, Judge: Rice, Filed On: May 30, 2023, Case #: 2:22cv319, NOS: Employment - Civil Rights, Categories: Employment, Covid-19, employment Discrimination
J. Rovner finds that the lower court properly dismissed a woman's race discrimination claims against the hospital. Chicago Public Schools was the woman's employer, and although she performed work in the hospital setting, the complaint does not adequately allege that the hospital exercised any control or supervision over her teaching activities. Affirmed.
Court: 7th Circuit, Judge: Rovner, Filed On: May 30, 2023, Case #: 22-1290, Categories: employment Discrimination
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J. King denies summary judgment to the university for the former marketing manager's claim that the university did not accommodate her disability requests because it found that it would prevent her from fulfilling essential duties. Although the university provided a standing mat and desk, installed voice recognition software and approved FMLA leave, a reasonable jury could conclude that the university did not engage in an ongoing interactive process and that it did not do enough to find her another position of equal qualifications that would accommodate her ADA request.
Court: USDC Western District of Washington, Judge: King, Filed On: May 30, 2023, Case #: 2:22cv444, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment, employment Discrimination
J. Treadwell denies the employee's motion for reconsideration of an earlier order partially granting the employer's motions to dismiss a civil rights and race discrimination action arising from the employer's alleged failure to reclassify the employee, an appraiser, to a higher position. The employee failed to follow the court's instructions in amending her complaint, therefore her allegations with regard to liability for pay discrimination based on events that happened years before she filed her charge of discrimination with the EEOC were properly struck from the second amended complaint.
Court: USDC Middle District of Georgia, Judge: Treadwell, Filed On: May 30, 2023, Case #: 5:21cv239, NOS: Employment - Civil Rights, Categories: Civil Procedure, Civil Rights, employment Discrimination
J. Brennan grants the employer's motion for summary judgment, ruling the employee's contract claim fails because none of the alleged breaches mentioned in his complaint are included in any of the terms of his divisional supervisor agreement with the employer. Meanwhile, although a supervisor made two comments about the fact the employee is of Middle Eastern descent, they were sporadic in nature and insufficient to support a discrimination claim, especially considering the employer had a legitimate reason to fire the worker.
Court: USDC Northern District of Ohio, Judge: Brennan, Filed On: May 30, 2023, Case #: 1:20cv271, NOS: Employment - Civil Rights, Categories: Evidence, employment Discrimination, Contract
[Consolidated.] Per curiam, the circuit finds that the district court improperly dismissed a school district employee's discrimination, hostile work environment, and retaliation claims. The employee established that because she filed internal complaints before pursuing claims with state and federal agencies, the district took adverse employment actions within months. However, the employee was properly denied recusal based on bias concerning adverse rulings and comments about her frequent litigation.
Court: 2nd Circuit, Judge: Per curiam, Filed On: May 30, 2023, Case #: 21-2683 (L), Categories: employment Discrimination, Employment Retaliation
J. Lehrmann finds the court of appeals improperly determined that an arbitration agreement is unconscionable in an employment discrimination suit. The employee failed to satisfy his burden to prove the arbitration agreement would result in an overwhelming cost to him to pursue his claims. Reversed.
Court: Texas Supreme Court, Judge: Lehrmann, Filed On: May 26, 2023, Case #: 22-0214, Categories: Arbitration, employment Discrimination
J. Estudillo finds in favor of the information technology company for the former employee's claim that the company fired him after he filed an anonymous complaint against his co-worker for allegedly playing the "race card" to modify a travel-related waiver. The former employee does not cite a statute or regulation that prohibits a private contractor such as the information technology company from using its discretion to determine if it is appropriate for an employee to fly commercially to a location, which was the basis of the former employee's original anonymous complaint. He also does not prove the existence of a public policy that would protect him from complaining about his co-worker's alleged "waste of state resources."
Court: USDC Western District of Washington, Judge: Estudillo, Filed On: May 26, 2023, Case #: 3:21cv5570, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination
J. Anderson denies the defendant college's motion to dismiss this Title VII discrimination lawsuit for lack of subject matter jurisdiction. In its reply, the college challenges the complaint as to "the exhaustion of Plaintiff's discrimination claims before the EEOC." However, this is not a jurisdictional argument. Also, the court will allow the individual plaintiff an extension of time for service.
Court: USDC Western District of Tennessee , Judge: Anderson, Filed On: May 26, 2023, Case #: 1:22cv2537, NOS: Employment - Civil Rights, Categories: Civil Rights, employment Discrimination, Employment Retaliation
J. Wilkins finds the district court improperly dismissed a former department vice president's claims against the nonprofit she worked for regarding its CEO's reference to her as toxic after she was fired in breach of the parties' severance agreement and non-disparagement clause. There is evidence the clause applies to the nonprofit and its officers, she has plausibly alleged the breach of contract was racially driven and that the comments were discriminatory. Reversed.
Court: DC Circuit, Judge: Wilkins, Filed On: May 25, 2023, Case #: 22-7004 , Categories: Employment, employment Discrimination, Contract
J. Xinis grants T.J. Maxx’s motion for summary judgment following allegations of race discrimination brought by a former store manager. The manager, a Black woman, was fired, but she had several incidents of forgery in her record over her five years with the company. Also, other Black employees of similar stature were not discriminated against due to race and a Black person was hired in her place, so she lacks standing.
Court: USDC Maryland, Judge: Xinis, Filed On: May 25, 2023, Case #: 8:20cv3204, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, Employment Retaliation
J. McShane dismisses the former manufacturing technician's claims that the manufacturing company wrongfully fired her because it did not want to provide accommodations for her cataract and dry eye condition. Most of the former technician's claims prior to Apr. 25, 2018, are time-barred. As for the remaining disparate treatment claims, she does not present evidence that the manufacturing company reduced her pay and benefits or that it significantly changed her duties, and it had a reasonable cause to dismiss her due to her disrespect toward co-workers.
Court: USDC Oregon, Judge: McShane, Filed On: May 25, 2023, Case #: 6:20cv1201, NOS: Employment - Civil Rights, Categories: Civil Rights, Employment, employment Discrimination