2,101 results for 'cat:"Employment" AND cat:"Employment Discrimination"'.
J. Moon grants the city's motion for summary judgment in an employment discrimination suit. A female firefighter sued the city, claiming she experienced discriminatory treatment from her superiors and that her superiors opened a retaliatory investigation into her conduct, resulting in her demotion. There is no evidence of her employers treating male coworkers differently; they, too, are required to provide a doctor's note if taking sick leave, and there is no evidence of them making statements about women not belonging in the fire service. A feeling of disrespect is not a substitute for evidence of discriminatory treatment.
Court: USDC Western District of Virginia, Judge: Moon, Filed On: May 7, 2024, Case #: 6:23cv32, Categories: employment Discrimination, employment Retaliation
J. Newman grants the police department's motion for summary judgment, ruling the police officer's age discrimination claim fails. The younger officer used as a comparator did not commit the same type of misconduct and, therefore, is not similarly situated, while a supervisor's single comment about "younger officers" during disciplinary proceedings does not constitute direct evidence of discrimination. Meanwhile, the retaliation claim also fails as a matter of law because the fitness for duty evaluation required before the officer could return to work was not an "adverse employment action," especially considering the officer blamed several mistakes that led to his suspension on the stress of his job.
Court: USDC Southern District of Ohio, Judge: Newman, Filed On: May 7, 2024, Case #: 3:22cv96, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Halpern partially denies the school district's motion to dismiss an Ashkenazi Jewish woman's employment discrimination claims based on the denial of her request to take days off for Jewish holy days. While a hearing officer found that the woman did not engage in religious observances during this time, this determination is not a proper factual finding. While she traveled to Trinidad to visit family, the employee has plausibly pled religious discrimination based on her discipline for exercising her religious beliefs.
Court: USDC Southern District of New York, Judge: Halpern, Filed On: May 7, 2024, Case #: 7:23cv6202, NOS: Employment - Civil Rights, Categories: employment, employment Discrimination
J. Corker grants the former employer’s motion for summary judgment in this lawsuit alleging discrimination under the Age Discrimination in Employment Act. The former employees fail to provide direct evidence of age discrimination, and they do not dispute that their terminations “occurred in the context of a workforce reduction.” Additionally, they do not show that the reasons given by the employer were pretext for discrimination.
Court: USDC Eastern District of Tennessee , Judge: Corker, Filed On: May 7, 2024, Case #: 3:22cv392, NOS: Employment - Civil Rights, Categories: employment, employment Discrimination
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J. Richardson grants the defendant company’s motion for summary judgment in this case brought by a former employee asserting certain state-law employment related claims, including retaliatory discharge under the Tennessee Workers’ Compensation Law and discriminatory discharge under the Tennessee Disability Act. As to the former employee’s two claims, which both stem from his termination, the court concludes that there are no issues of fact and that the employer is “entitled to judgment as a matter of law.”
Court: USDC Middle District of Tennessee , Judge: Richardson, Filed On: May 7, 2024, Case #: 3:22cv87, NOS: Other Labor Litigation - Labor, Categories: employment, employment Discrimination, employment Retaliation
J. Rabner finds that the appellate division improperly rejected an employee's constitutional challenge in claims contending she had been prohibited from talking about an internal sexual harassment complaint she filed against a supervisor because a duration had not been imposed upon the request that witnesses and involved parties refrain from discussing the case, and the request concerned a large swath of protected speech. Reversed.
Court: New Jersey Supreme Court, Judge: Rabner , Filed On: May 6, 2024, Case #: A-40-22, Categories: Constitution, 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
J. Self grants the mover's motion for default judgment in an employment discrimination action against the moving companies. The mover, a Black man who is Muslim, claimed that he was subjected to race- and religion-based discrimination and ultimately fired after his boss insisted in an outburst that the Quaran promoted hate and the killing of innocents. The mover exhausted his administrative remedies and sufficiently established that the companies discriminated against Black employees, including with respect to compensation. The mover is entitled to $50,000 in damages, $16,000 in attorney fees and back pay plus interest.
Court: USDC Middle District of Georgia, Judge: Self, Filed On: May 2, 2024, Case #: 5:23cv394, NOS: Employment - Civil Rights, Categories: Damages, employment Discrimination
J. Sargus denies Lowe's motion for summary judgment, ruling that while the store manager's poor performance gave it a legitimate reason to fire him, its decision to terminate him less than 10 days into a performance improvement plan and "shifting justifications" for his termination - including his response to a store fire while he was on vacation and the acceleration of his performance improvement timeline - would allow a reasonable jury to consider its reasons a pretext for age discrimination.
Court: USDC Southern District of Ohio, Judge: Sargus, Filed On: May 2, 2024, Case #: 2:22cv4162, NOS: Employment - Civil Rights, Categories: Evidence, 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
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. 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