2,100 results for 'cat:"Employment Discrimination"'.
J. AliKhan largely grants the employer's motion for summary judgment and denies the employee's cross-motion for partial summary judgment in her suit alleging that the employer failed to accommodate her disabilities and cut her hours and threatened to terminate her for taking medical leave. Summary judgment is denied to the employer as to claims related to failures to provide an ergonomic chair and desk and related to the employer's requirement that the employee recertify her FMLA leave. It is otherwise granted.
Court: USDC District of Columbia, Judge: AliKhan, Filed On: May 3, 2024, Case #: 1:19cv1766, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, Employment Retaliation
J. Saylor denies in part several funds and their chairman’s motion for summary judgment against their former administrator who is being sued for breach of fiduciary duty and has asserted counterclaims for sexual harassment, creating a hostile work environment, retaliation for reporting harassment and failure to accommodate her Type 1 diabetes. The chairman repeatedly behaved inappropriately and made sexual comments to the administrator, such as telling her that he wanted her and had a crush on her and that his wife wasn’t taking care of him, attempting to kiss her against her will immediately after screaming and swearing at her after she gave told him his behavior made her uncomfortable, and if the breasts of an employee on medical leave for breast cancer were “any good.”
Court: USDC Massachusetts, Judge: Saylor, Filed On: May 3, 2024, Case #: 1:21cv10163, NOS: Employee Retirement Income Security Act (ERISA) - Labor, Categories: Employment, employment Discrimination, Employment Retaliation
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Per curiam, the circuit finds the district court properly dismissed a doctor's defamation, fraud and age discrimination claims. Utilizing the medical personnel placement service, says he was not selected for a position for which he was referred because of his age. The service did not fail to refer him for employment and the employer did not hire him due to a lack of specific federal experience. The employer's statement the doctor was "difficult to reach" is not defamatory and the record does not support his claims of fraud. Affirmed.
Court: 5th Circuit, Judge: Per curiam, Filed On: May 1, 2024, Case #: 23-11066, Categories: Fraud, Defamation, employment Discrimination
J. Hollander grants the university’s motion to dismiss this employment dispute brought by a former Black assistant professor alleging retaliation, race discrimination and hostile work environment claims. Her teaching contract was not renewed after making a complaint to human resources regarding a supervisor directing her to work five days a week, but she could not because of a daycare situation. She fails to include allegations related to the retaliation claims, making it inconsistent with the discrimination claims for the exhaustion requirement.
Court: USDC Maryland, Judge: Hollander, Filed On: May 1, 2024, Case #: 1:23cv2272, NOS: Employment - Civil Rights, Categories: employment Discrimination, Employment Retaliation
J. Abudu finds that the district court properly ruled in favor of the employer in a race discrimination action brought by the former employee, a white woman. The ex-employee claimed that she was discriminated against by her supervisor, a Black woman, and that she was unfairly denied a transfer or reassignment. The district court correctly found the ex-employee failed to show she was fired or discriminated against based on her race. The ex-employee failed to allege a claim for retaliation and failed to show that the employer's non-discriminatory reasons for firing her due to performance issues were pretextual. Affirmed.
Court: 11th Circuit, Judge: Abudu, Filed On: May 1, 2024, Case #: 22-11401, Categories: employment Discrimination
J. Bumb finds for a law firm in claims contending a paralegal had been treated differently than younger employees and laid off due to a reduction-in-force because evidence indicated the paralegal entered an associate's office and took a file without permission, and that she had worked remotely without permission. Meanwhile, she failed to present evidence of racial discrimination, that she had applied for positions that had been filled by other employees, or that she had been replaced by a younger worker after being laid off.
Court: USDC New Jersey, Judge: Bumb , Filed On: April 30, 2024, Case #: 1:15cv8083, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination
J. Kirsch finds that the lower court properly found for the city on a female employee's gender discrimination claims. The employee does not identify adequate male comparators to support her equal pay and sex discrimination allegations, nor does she show that she engaged in protective activity to support a retaliation claim. Rather, the city presents a reasonable explanation for believing her performance inadequate in support of its decision to fire her. Affirmed.
Court: 7th Circuit, Judge: Kirsch, Filed On: April 30, 2024, Case #: 23-1761, Categories: employment Discrimination, Employment Retaliation
J. Mehalchick denies a borough’s motion to dismiss an age and disability discrimination claim brought by a former police officer who says he was forced to retire. The former police officer’s allegations were plausible because he was over 40, qualified for his job, hearing-impaired and replaced by a younger employee.
Court: USDC Middle District of Pennsylvania, Judge: Mehalchick, Filed On: April 30, 2024, Case #: 3:23cv912, NOS: Civil Rights - Habeas Corpus, Categories: Civil Rights, employment Discrimination, Employment Retaliation
J. Chapman finds that the lower court properly found for an employee on disability discrimination and retaliation claims against the city and awarded her $500,000 plus $278,000 in back pay. The city failed to establish that the trial court abused its discretion in declining to apply judicial estoppel based on the employee's Social Security disability proceedings to prevent her from testifying that she could work with a reasonable accommodation. Further, the city's challenge to the jury instructions "inexplicably" fails to even mention the court's application of a damages cap on the jury award, which reduced the damages by over $1 million. Affirmed.
Court: Missouri Court Of Appeals, Judge: Chapman, Filed On: April 30, 2024, Case #: WD85851, Categories: Ada / Rehabilitation Act, Damages, employment Discrimination
J. Rowland partially grants a health care analytics company’s motion for summary judgment on one of its former employees’ discrimination claims. The former employee says the company refused to accommodate her depression, anxiety and Sjögren’s Syndrome, then fired her in retaliation for taking FMLA leave. The court finds the former employee has sufficiently alleged her disability discrimination, failure to accommodate and retaliation claims, but grants the company judgment on her FMLA interference claim. The court also denies the company’s motion for sanctions.
Court: USDC Northern District of Illinois, Judge: Rowland, Filed On: April 30, 2024, Case #: 1:22cv1612, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, employment Discrimination, Employment Retaliation
J. Bennett grants Sherwin-Williams’ motion to compel arbitration and stay of the proceedings in this employment dispute brought by a former paint mixer who alleges race discrimination based on a failure to rehire claim. The paint mixer argues that the arbitration agreement was outside of the scope of his claims and not valid. The court found the arbitration agreement to be valid and enforceable, delegating the threshold issue of arbitrability to the arbitrator.
Court: USDC Maryland, Judge: Bennett, Filed On: April 30, 2024, Case #: 1:23cv3190, NOS: Employment - Civil Rights, Categories: Arbitration, employment Discrimination, Employment Retaliation
J. Ericksen grants the employer's motion for summary judgment in the former employee's suit alleging discrimination based on race and national origin. A number of the employee's claims are time-barred, and he has not established a prima facie case of discrimination for his claims involving denied overtime opportunities, a suspension and emergency placement and alleged retaliation. He has similarly failed to plead a hostile-work-environment claim.
Court: USDC Minnesota, Judge: Ericksen, Filed On: April 29, 2024, Case #: 0:21cv1318, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination
J. Ellison finds that FBI employees who were required to take regular Covid-19 tests, as part of an accommodation policy for those that requested a religious exemption to vaccine mandates, cannot sue Attorney General Merrick Garland and FBI Director Christopher Wray in their individual and official capacities for violations of the Religious Freedom Restoration Act. The court lacks subject matter jurisdiction because sovereign immunity prevents the plaintiffs’ claim under the Act, and the defendants’ location in Washington D.C. and their roles enforcing U.S. policy prevent the court from having personal jurisdiction. The suit is dismissed.
Court: USDC Southern District of Texas, Judge: Ellison, Filed On: April 29, 2024, Case #: 4:23cv1817, NOS: Other Civil Rights - Civil Rights, Categories: Equal Protection, Jurisdiction, employment Discrimination
J. Parker grants the school system's summary judgment motion in this lawsuit brought by a teacher asserting claims under Title VII and the Tennessee Human Rights Act for discrimination, sexual harassment and retaliation. Certain discrete claims of harassment are time-barred, and her hostile work environment claim is not supported by the allegations.
Court: USDC Western District of Tennessee , Judge: Parker, Filed On: April 29, 2024, Case #: 2:22cv2346, NOS: Employment - Civil Rights, Categories: Civil Rights, Education, employment Discrimination