9 results for 'cat:"Education" AND cat:"Employment" AND cat:"Evidence"'.
J. Marbley denies the university's motion for summary judgment, ruling the black professor's EEOC complaints and internal communications about false allegations of sexual assault were protected activity under Title VII and establish a causal link to his termination that allows his retaliation claim to proceed. The university claims it fired the professor after the results of its investigation validated the sexual assault claims, but because the Faculty Senate Hearing Committee disputed this result on two occasions and found the investigation "troubling," the professor has made a prima facie showing of pretext.
Court: USDC Southern District of Ohio, Judge: Marbley, Filed On: March 18, 2024, Case #: 2:22cv2028, NOS: Employment - Civil Rights, Categories: education, evidence, employment Retaliation
J. Epley finds the lower court properly granted the school district's motion for summary judgment on race discrimination claims filed by a black employee. She failed to establish a prima facie case for discrimination, given that she was not replaced with an employee outside her protected class and the district had legitimate reasons not to renew her contract. Affirmed.
Court: Ohio Court Of Appeals, Judge: Epley, Filed On: March 15, 2024, Case #: 2024-Ohio-979, Categories: education, evidence, employment Discrimination
J. Baylson denies Thomas Jefferson University’s motion for judgment on the pleadings over a female medical resident’s sex discrimination claim stemming from her allegedly being raped when at a party at the home of an attending male physician, but does order a new trial on on her Title IX claim. The jury’s verdict on the sex discrimination claim was not against the weight of evidence, however a new trial is warranted in part because the university’s counsel was not allowed to cross-examine important witnesses and because the court should not have excluded certain text messages that contradicted the medical resident’s testimony at trial.
Court: USDC Eastern District of Pennsylvania, Judge: Baylson, Filed On: March 14, 2024, Case #: 2:20cv2967, NOS: Employment - Civil Rights, Categories: education, employment, evidence
J. Seabright partially denies summary judgment to the university in a dispute with its women’s softball head coach, who claims the school refused to pay her the full salary for head coaches, despite paying male coaches more. The coach established that she and the male coaches, including her predecessor, were similarly experienced and were classified as part-time, just as she was, despite the university claiming her lower pay was based on the job status. The coach’s retaliation claims, however, meet the burden for summary judgment as there is no evidence that she suffered negative consequences for reported the pay gap, as was even promoted to head coach after the initial complaints.
Court: USDC Hawaii, Judge: Seabright, Filed On: March 13, 2024, Case #: 1:22cv400, NOS: Employment - Civil Rights, Categories: education, evidence, employment Discrimination
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J. Carr denies, in part, the university's motion for summary judgment, ruling the employee's conversations with five different supervisors and coworkers about a potential hiring she believed would violate EEOC laws was protected activity and, given it occurred less than two weeks before her demotion, is sufficient to support her claim of retaliation in regard to the demotion.
Court: USDC Northern District of Ohio, Judge: Carr, Filed On: January 10, 2024, Case #: 3:22cv2151, NOS: Employment - Civil Rights, Categories: education, evidence, employment Retaliation
J. North grants summary judgment to a school board, dismissing the employment retaliation claims of a full-time high school English teacher who was relieved of his duties coaching the boys' basketball team after posting losing seasons. The teacher alleges he was fired from his coaching job in retaliation for filing a sexual harassment suit against the female school principal who previously investigated him for statewide violations of rules for student athletes. The board argued the teacher’s claims were unsubstantiated and the school superintendent gave the teacher a second chance at the coaching job, which he failed. Because the teacher cannot establish a clear case of employment retaliation, the school board is not required to offer a non-retaliatory reason for the adverse employment action against him as a basketball coach.
Court: USDC Eastern District of Louisiana , Judge: North, Filed On: December 20, 2023, Case #: 2:21cv1081, NOS: Other Civil Rights - Civil Rights, Categories: education, evidence, employment Retaliation
J. Barker grants the school's motion for summary judgment, ruling that although the homosexual executive director was required to work weekends and was assigned work while on sick leave, these obligations were expected of his position and cannot be considered degrading, as required to prove his claim he was compelled to resign because of discriminatory treatment. Additionally, the managing director's single comment that "God made Adam and Eve," which he disputes was ever said, is insufficient to prove a hostile work environment that would compel a reasonable individual to resign.
Court: USDC Northern District of Ohio, Judge: Barker, Filed On: November 17, 2023, Case #: 1:22cv1049, NOS: Employment - Civil Rights, Categories: education, evidence, employment Discrimination
Per curiam, the Fifth Circuit finds the district court improperly granted summary judgment in favor of the University of Texas in this employment retaliation suit brought by a Hispanic tenured professor who complained of pay inequity. The professor has provided evidence of a causal link between his report and retaliatory acts. Immediately after he circulated his report, the department chair made a comment about disbanding the equity committee, then restructured it by creating subcommittees, diluting the professor’s responsibilities. He was then removed from the committee, which is enough for a reasonable juror to see a causal link between the protected activity and UT’s adverse actions. Reversed and remanded.
Court: 5th Circuit, Judge: Per curiam, Filed On: October 5, 2023, Case #: 23-50036, Categories: education, evidence, employment Retaliation