290 results for 'cat:"Civil Rights" AND cat:"Employment Discrimination"'.
J. Goodwin partially grants the defendant police chief's motion for summary judgment in this employment discrimination lawsuit arising from a disciplinary proceeding within the police department and the employee's subsequent termination and reinstatement. The employee's conspiracy claim is dismissed against the police chief, but his racial discrimination claim under Section 1981 survives. The court concludes that there is a dispute as to "whether the stated reason for plaintiff's termination was pretextual."
Court: USDC Western District of Oklahoma , Judge: Goodwin, Filed On: March 29, 2024, Case #: 5:20cv1281, NOS: Employment - Civil Rights, Categories: civil Rights, employment Discrimination
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J. Chutkan denies the employers' partial motion to dismiss the employee's sex-discrimination claims, premised on an alleged failure to pay her equally to her male colleagues for substantially equal work and equal or greater qualifications. The employee has plausibly pled that the lower pay was discriminatory, sufficiently to raise a claim under Title VII of the Civil Rights Act under a disparate-treatment theory. Her pleadings may be mended to support an additional theory of disparate-impact discrimination. The employee's Equal Pay Act claim, however, is dismissed sua sponte for lack of jurisdiction.
Court: USDC District of Columbia, Judge: Chutkan, Filed On: March 28, 2024, Case #: 1:23cv662, NOS: Employment - Civil Rights, Categories: civil Rights, Employment, employment Discrimination
J. Bennett grants the county’s motion to dismiss this employment dispute brought by a former employee on claims of retaliation and discrimination under the MFEPA and ADA. The employee was a lieutenant firefighter when she was charged with a DUI and after she attended treatment, she returned to work when she was charged with a second DUI. Her claims are unsupported, and the second DUI was legitimately the reason for her termination.
Court: USDC Maryland, Judge: Bennett, Filed On: March 28, 2024, Case #: 1:23cv2076, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: civil Rights, employment Discrimination, Employment Retaliation
J. Biggs grants a university health system’s motion for summary judgment following allegations of multiple civil rights violations brought by a radiation oncology resident. The resident, a Black woman, entered residency with the system despite misgivings on the part of some staff based on her previous academic performance, but it accepted her anyway. Throughout her residency, she required unprecedented support and consistently scored low in testing ranges, requiring an extension of her residency, which required more scrutiny by staff than other residents. However, she fails to produce sufficient evidence to her claims.
Court: USDC Middle District of North Carolina, Judge: Biggs, Filed On: March 27, 2024, Case #: 1:20cv281, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, Health Care, employment Discrimination
J. Donnelly tosses an employment discrimination complaint against Stony Brook University Medical Center on claims that it denied a nurse’s request for a religious exemption from its Covid-19 mandate and subsequently placed her on unpaid leave until she resigned. Her complaint fails to allege her employer’s actions were motivated by her religion. York’s health department removed religious exemptions from its vaccine mandate, and as such the healthcare provider would have been in violation of the mandate had they granted her request for an exemption for religious purposes.
Court: USDC Eastern District of New York, Judge: Donnelly, Filed On: March 27, 2024, Case #: 2:23cv135, NOS: Employment - Civil Rights, Categories: civil Rights, Covid-19, employment Discrimination
J. Norton denies Boeing's motion to dismiss an age discrimination suit. The employee, who is over the age of 40, says a supervisor lowered his evaluations after the employee reported his antagonistic behavior. The employee says the supervisor also altered his job title in order include him in a list of workforce reduction layoffs. Allegations the supervisor changed the employee's job title, that the only other people laid off were 53 and 55, and that the employee was replaced with younger employees are sufficient to make a plausible claim for age discrimination.
Court: USDC South Carolina Aiken, Judge: Norton , Filed On: March 27, 2024, Case #: 2:23cv2631, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, Evidence, employment Discrimination
J. Pepper grants the school district's motion for summary judgment in a lawsuit from an employee claiming she faced age and gender discrimination when she was transferred from her job as principal at a high school to principal at an elementary school and replaced at the high school with a younger male employee. The employee's claims under Title VII and the Age Discrimination in Employment Act both fail, as the record does not support the notion that she was reassigned, albeit at a lower salary and to a position she felt was a demotion, due to her age or gender.
Court: USDC Eastern District of Wisconsin, Judge: Pepper, Filed On: March 27, 2024, Case #: 2:19cv1863, NOS: Employment - Civil Rights, Categories: civil Rights, employment Discrimination
J. Osteen grants Quest Diagnostics’ motion to dismiss allegations of civil rights violations and race discrimination brought by a physician account executive. The executive, a Black woman, claims that her white, male supervisor treated her with derision and comparatively praised and better treated her white, female coworker. She further alleges the supervisor systematically discriminated against her, eventually firing her for a frivolous reason. However, the executive’s claims fail to meet requirements for federal civil rights and race discrimination protections.
Court: USDC Middle District of North Carolina, Judge: Osteen, Filed On: March 27, 2024, Case #: 1:22cv736, NOS: Employment - Civil Rights, Categories: civil Rights, Employment, employment Discrimination
J. Cain grants the Army's motion to dismiss this employment discrimination case. The black, female, mentally-challenged administrative assistant says her position description was changed in order to harass and discriminate against her. She says additional duties were not consistent with those assigned to others in her position and her work performance was continually scrutinized. The employee fails to offer allegations or evidence that other employees are valid comparators. The absence of minorities in upper-level positions does not prove discrimination without the comparison.
Court: USDC South Carolina Aiken, Judge: Cain , Filed On: March 26, 2024, Case #: 3:21cv3708, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, employment Discrimination
J. Boyle grants a renal healthcare system’s motion to dismiss allegations of race discrimination and retaliation brought by a healthcare worker. The worker claims other staff harassed her, including making racist remarks, and that her supervisor followed her around the facility and even outside after her shifts ended, making unnecessary criticisms. This increased after she filed an EEOC complaint and she was then fired. However, the worker’s claim is time-barred.
Court: USDC Eastern District of North Carolina, Judge: Boyle, Filed On: March 26, 2024, Case #: 5:23cv84, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, employment Discrimination, Employment Retaliation
J. Kleeh grants in part the university's and several professors' motions to dismiss a fellow Department of Public Administration professor's religious and national origin discrimination suit. In addition to 42 U.S.C.§ 1981 not affording protection against discrimination based on national origin or religion, the court grants the professors' motion in both their individual and official capacities in counts five and six of the complaint. On the similar claims in counts one and two under Title VII of the 1964 Civil Rights Act, the court grants the university's motion to strike references to the professor's 2017 denial of tenure and allegations predating Nov. 20, 2020, but denies it to strike his allegation the Department Faculty Evaluation Committee denied his promotion to full professor in 2023.
Court: USDC Northern District of West Virginia, Judge: Kleeh, Filed On: March 26, 2024, Case #: 1:22cv153, NOS: Employment - Civil Rights, Categories: civil Rights, Education, employment Discrimination
J. Antongiorgi-Jordán grants the hospital's motion to dismiss this wrongful termination and retaliation suit. The disabled dietician who was promoted to the position of director of nutritional services claims she was terminated due to her having filed a complaint against a coworker for creating a hostile work environment. The dietician did not file her retaliation claim within 180 days, as required. Although her discrimination claim was filed within limitations, it does not extend the deadline for the retaliation claim.
Court: USDC Puerto Rico, Judge: Antongiorgi-Jordán, Filed On: March 25, 2024, Case #: 3:22cv1322, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, employment Discrimination, Employment Retaliation
J. Flanagan denies in part the State of North Carolina’s motion to dismiss claims of gender discrimination brought by a human resources manager after the state allegedly underpaid her by $10,000 a year compared with male counterparts. The manager worked for the state’s transportation department, also party to this suit, so the state argues her claim is redundant. However, the manager is technically employed by the state, and even though the department recommended a salary increase for her, the state denied it.
Court: USDC Eastern District of North Carolina, Judge: Flanagan, Filed On: March 25, 2024, Case #: 5:23cv624, NOS: Employment - Civil Rights, Categories: civil Rights, Employment, employment Discrimination
J. Kahn denies in part summary judgment to a New York County sheriff’s department and preserves claims alleging it discriminated against a disabled Black and Puerto Rican corrections officers when it arrested, charged and issued disciplinary charges against her after discovering she had brought her personal cellphone into the county prison, which the prison considers contraband. The court finds a jury could conclude that because a white, non-disabled cook who violated the same policy was not reprimanded to the same degree, a jury could find the prison acted with discriminatory intent. However, her claim for malicious prosecution was dismissed because the prison had reasonable cause to arrest and charge her.
Court: USDC Northern District of New York, Judge: Kahn, Filed On: March 22, 2024, Case #: 1:18cv941, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, Equal Protection, employment Discrimination
[Consolidated.] J. Erickson finds a lower court improperly dismissed a security counselor's discrimination claims against a state employer. The employee objected to required gender identity training, which he claimed violated his religious beliefs, after which the employer did not interview him for a promotion, which it had done when similar positions opened in the past. The employee presented sufficient evidence in court that his employer violated his civil rights for engaging in protected activities. Reversed.
Court: 8th Circuit, Judge: Erickson, Filed On: March 21, 2024, Case #: 23-1207, Categories: civil Rights, Employment, employment Discrimination
J. Copenhaver grants in part the motions of the former Wood County sheriff, his chief deputy and the county commission for summary judgment in a former deputy sheriff's suit for sexual discrimination and retaliation. In addition to her failure to establish a prima facie case for retaliation, the court finds the commission is an improper party on that claim and that the former chief deputy is an improper party to her claim of sexual harassment. The commission and former sheriff remain as defendants on the deputy's remaining claim for sex discrimination by way of a hostile work environment under the West Virginia Human Rights Act.
Court: USDC Southern District of West Virginia, Judge: Copenhaver, Filed On: March 20, 2024, Case #: 2:22cv388, NOS: Employment - Civil Rights, Categories: civil Rights, Government, employment Discrimination
J. Dugan rules a Black female employee may pursue race and sex discrimination claims against a chemical manufacturing distributor. The female employee sufficiently showed in court that she may have been passed over for a promotion to serve as a general foreman, which was handed down to white, male co-worker.
Court: USDC Southern District of Illinois, Judge: Dugan, Filed On: March 20, 2024, Case #: 3:21cv1357, NOS: Employment - Civil Rights, Categories: civil Rights, Employment, employment Discrimination
J. Dever grants North Carolina State University’s motion to dismiss allegations of disability discrimination brought by a Ph.D. candidate who claims the university did not accommodate his ADHD, depression and anxiety diagnoses. He requested multiple leaves of absence during his program to attend mental health appointments, which the university afforded him. An advisor gave a research assistantship to a different student because the candidate was “a liability.” However, the candidate’s hostile work environment and failure to accommodate claims are not sufficient or time-barred under the ADA.
Court: USDC Eastern District of North Carolina, Judge: Dever, Filed On: March 19, 2024, Case #: 5:23cv331, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: civil Rights, Education, employment Discrimination
J. Humetewa rules a former community college employee may pursue racial discrimination claims against a community college The former employee, who is Hispanic, sufficiently showed in court that she may have been passed over for a new employment contract based on her race.
Court: USDC Arizona, Judge: Humetewa, Filed On: March 18, 2024, Case #: 2:21cv742, NOS: Employment - Civil Rights, Categories: civil Rights, Employment, employment Discrimination
J. Self rules in favor of the employer in a civil rights action brought by the former employee, a white man, alleging that the employer created a hostile work environment by treating him differently than his Black co-workers. The ex-employee claimed the employer failed to take action after three co-workers made threatening comments to him. The employee failed to show that the comments were racially motivated or that the alleged harassment was severe or pervasive.
Court: USDC Middle District of Georgia, Judge: Self, Filed On: March 16, 2024, Case #: 5:23cv42, NOS: Employment - Civil Rights, Categories: civil Rights, employment Discrimination