1,945 results for 'nos:"Employment - Civil Rights"'.
J. Conley denies the state military affairs department's motion for summary judgment in the federal government's lawsuit on behalf of an employee claiming the department discriminated against her by offering her a lower salary for a promotion than the male applicant it ultimately hired for the position. There is enough evidence in the record at this point for a reasonable jury to find that the employee's sex motivated the department to use pretexts to offer her a $78,000 salary, which was below the posted minimum of $79,040, then offer her the minimum and pay the male applicant it hired $85,000 for the same job when she turned it down. The employee's motion to file a sur-reply brief is granted.
Court: USDC Western District of Wisconsin, Judge: Conley, Filed On: May 9, 2024, Case #: 3:23cv60, NOS: Employment - Civil Rights, Categories: Employment Discrimination
Want access to unlimited case records and advanced research tools? Create your free CasePortal account now. No credit card required to register.
Try CasePortal for Free
J. Richardson grants the sued transportation company’s motion for summary judgment but denies its request for attorney fees without prejudice in this lawsuit brought by two former employees. The suing truck drivers bring claims for race discrimination, retaliation and hostile work environment. However, the court finds that they have not provided “direct evidence of race discrimination.” Also, the evidence does not sufficiently show that one of them was terminated for discriminatory reasons or that the other should have “felt compelled to resign” due to the alleged name-calling.
Court: USDC Middle District of Tennessee , Judge: Richardson, Filed On: May 9, 2024, Case #: 3:21cv262, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination, Attorney Fees
J. Wyrick grants the government defendant’s motion for summary judgment in this lawsuit brought by a former air traffic controller trainee alleging discrimination on the basis of race under Title VII. The former trainee, who was dismissed from the training program along with another classmate “for failing to achieve a passing grade,” fails to establish a prima facie case of discrimination. She and the dismissed classmate sought reinstatement for “very different reasons,” meaning they were not similarly situated.
Court: USDC Western District of Oklahoma , Judge: Wyrick, Filed On: May 8, 2024, Case #: 5:20cv1161, NOS: Employment - Civil Rights, Categories: Civil Rights, Employment, Employment Discrimination
J. Bennett grants the police department’s motion to dismiss this employment dispute brought by a former Black police officer alleging race discrimination, hostile work environment, retaliation, Monell, and violations of civil rights and the Maryland Fair Employment Practice Act. The police department alleges the employee failed to exhaust her administrative remedies and her complaint is time-barred after an investigation was opened on her for a fight while off-duty. The court finds her EEOC charge was filed in timely manner, her Title VII claims appear to be time-barred. Her complaint is dismissed for failure to state a claim upon which relief can be granted, but she has 15 days to file an amended complaint.
Court: USDC Maryland, Judge: Bennett, Filed On: May 8, 2024, Case #: 1:23cv2215, NOS: Employment - Civil Rights, Categories: Employment Discrimination, Employment Retaliation
J. Quereshi denies, in part, the United States Department of Treasury and a supervisor in this employment dispute brought by a former employee claiming national origin discrimination, retaliation, hostile work environment and constructive discharge. She alleges numerous times she was assigned more work than other coworkers, ignored, criticized, insulted by her supervisors and not selected for promotions before her forced retirement. The employee is granted leave to file an amended complaint with the appropriate details of her discrimination, hostile work environment and constructive discharge claims.
Court: USDC Maryland, Judge: Quereshi, Filed On: May 8, 2024, Case #: 8:23cv1699, NOS: Employment - Civil Rights, 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
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. Garcia denies all parties' motions for summary judgment, ruling the bus drivers' cited evidence fails to establish all necessary elements for their retaliation and discrimination claims and, therefore, precludes judgment in their favor. Meanwhile, the drivers' claims regarding the employer's failure to properly sanitize buses or use hypoallergenic sanitizers in the wake of Covid-19 are not preempted by the National Transit Systems Security Act because the complaint filed with OSHA before this suit was filed was dismissed by the agency.
Court: USDC Connecticut, Judge: Garcia, Filed On: May 3, 2024, Case #: 3:22cv217, NOS: Employment - Civil Rights, Categories: Evidence, Preemption, 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. Hernandez dismisses the patient access specialist's First Amendment claim alleging that the university wrongfully placed her on unpaid leave and eventually fired her after rejecting her religious exemption request to receiving the Covid-19 vaccine. The patient access specialist does not prove that the university employees were barred from trying to distinguish between religious and secular objections to a vaccine or from denying exemptions to a state-mandated vaccine mandate.
Court: USDC Oregon, Judge: Hernandez, Filed On: May 2, 2024, Case #: 3:23cv1562, NOS: Employment - Civil Rights, Categories: Employment, Immunity, Covid-19