59 results for 'cat:"Education" AND cat:"Employment" AND cat:"Employment Discrimination"'.
J. Schreier denies a university's motion to to dismiss retaliation claims brought by two music professors who alleged they were illegally terminated. A female professor was allegedly excluded from meetings so the men could engage in “real talk.” She filed a Title Title IX complaint claiming discrimination and retaliation. Another professor allegedly faced similar retaliation after the female professor told university officials that he would be a witness for her. He was subsequently removed from his position as director of choral studies. The female professor's sex discrimination claims with respect to her alleged removal as department chair, director of vocal studies, director of the university summer music camp and reduced salary continue.
Court: South Dakota Supreme Court, Judge: Schreier, Filed On: December 22, 2023, Case #: 4:23cv4086, Categories: education, employment, employment Discrimination
J. Mastroianni grants a university's motion to dismiss and deny, as futile, a former postdoctoral researcher's motion to file an amended complaint. The researcher's motion is barred by a 3-year statute of limitations.
Court: USDC Massachusetts, Judge: Mastroianni, Filed On: December 21, 2023, Case #: 3:19cv30056, NOS: Civil Rights - Habeas Corpus, Categories: education, employment, employment Discrimination
Per curiam, the Massachusetts Court of Appeals vacates summary judgment in favor of a university sued by one of its former employees for age discrimination after he was fired as its women’s soccer coach at the age of 51. The former coach sufficiently argued that some of the university’s supposedly non-discriminatory reasons to fire him were mere pretext. For example, while the university claimed the former coach was fired because of a downward trend in his team’s performance, the team’s wins under him more than doubled between 2016 and 2017, even if 2017 was not an overall winning season.
Court: Massachusetts Court Of Appeals, Judge: Per curiam, Filed On: December 7, 2023, Case #: 22-P-1162, Categories: education, employment, employment Discrimination
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
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J. Osteen partially denies the University of North Carolina’s motion to dismiss allegations including race discrimination, wrongful discharge and tortious inference brought by a Ph.D. student. The only Black person in the organizational behavioral Ph.D. program at the time, the student confided in close faculty that she had been raped and that this had triggered symptoms of her PTSD diagnosis. When she attended a hearing involving her attacker instead of a non-mandatory program seminar, the faculty claimed she was being irresponsible and disrespectful. From there, the student alleges, her treatment by the faculty — all of whom are white or of Indian descent — became increasingly severe to the point where they allegedly complained to professors at other universities and sabotaged her attempts to transfer schools. While the student does not sufficiently evidence her claims against the individual staff members involved and has since withdrawn those claims, she does have standing against the university itself on eight of 10 claims including disparate treatment, retaliation and failure to accommodate.
Court: USDC Middle District of North Carolina, Judge: Osteen, Filed On: October 20, 2023, Case #: 1:22cv717, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. Morrison denies the university's motion for summary judgment, ruling the female professor's comparators create a question of fact as to whether she was treated differently when she signed a contract with a government agency for consulting services, an action for which several male colleagues were never investigated, much less fired.
Court: USDC Southern District of Ohio, Judge: Morrison, Filed On: October 6, 2023, Case #: 2:19cv4162, NOS: Other Civil Rights - Civil Rights, Categories: education, employment Discrimination
J. Rubin partially denies the University of Maryland’s motion to dismiss allegations of hostile work environment, retaliation, and race, gender and age discrimination brought by a diagnostic radiation employee. The employee, a white woman over 40, described her supervisor as an “Indian/Asian” man who gave preferential treatment to women who were younger and of seemingly the same racial background as him. She claims that he stared and panted at her and bragged about the size of his prostate. The employee received two negative performance reviews after she made complaints internally and with the EEOC. The university is correct that the employees ADEA claim is barred by state sovereign immunity and her state-related claims are time-barred. However, her federal discrimination and retaliation allegations are not time-barred and will proceed.
Court: USDC Maryland, Judge: Rubin, Filed On: September 27, 2023, Case #: 1:22cv514, NOS: Employment - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. Bryant grants the board of education's motion for summary judgment, ruling the black employee cannot make a prima facie case for race discrimination. Although a white male was hired for the CFO position, it is undisputed he scored the highest on the exam used to test all of the candidates, which gave the board a legitimate reason to select him for the job. Meanwhile, the employee's abuse of the school's health insurance program to allow her ex-husband to remain on the plan for years after he was ineligible gave the board a legitimate reason to fire her.
Court: USDC Connecticut, Judge: Bryant, Filed On: September 22, 2023, Case #: 3:20cv1463, NOS: Employment - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. Myers partially denies a university's motion to dismiss gender discrimination and retaliation allegations brought by a women's volleyball head coach after the university fired her and replaced her with a man. Although the coach had a stellar track record regarding team wins, she complained multiple times of Title IX violations by the university, which she claims consisted of higher amounts of funding and facility renovations for men's teams. At the same time, student athletes accused the coach of creating a toxic culture through intimidation and manipulation. The university fired her on the grounds of toxicity, but she states a reasonable claim of discrimination and retaliation since the university replaced her with a male coach with very little experience shortly after she complained.
Court: USDC Eastern District of North Carolina, Judge: Myers, Filed On: September 21, 2023, Case #: 4:22cv30, NOS: Education - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
Per curiam, the circuit finds that the district court improperly dismissed the Black female educator's claims arising from a reneged-upon promise to pay for her to attend the Mississippi School Board Association Prospective Superintendent’s Leadership Academy. The court concluded that Title VII of the Civil Rights Act protects employees against only “ultimate employment decisions.” But a recent case before the Fifth Circuit showed that Title VII requires a broader reading and removed the "ultimate decision" requirement. The educator plausibly alleges facts that satisfy adverse employment action requirements. Reversed.
Court: 5th Circuit, Judge: Per curiam, Filed On: September 21, 2023, Case #: 21-60771, Categories: Civil Rights, education, employment Discrimination
J. Brodie denies, in part, the NYC Department of Education's motion for summary judgment on a Black worker's claims for employment-related race discrimination and retaliation. Material disputes remain as to whether the department's arguments for denying him overtime were pretextual, or whether its allegedly retaliatory actions, which included issuing him several write-ups and recommending his termination, were the "but for" cause of its actions.
Court: USDC Eastern District of New York, Judge: Brodie, Filed On: September 15, 2023, Case #: 1:20cv480, NOS: Employment - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. Carr grants the university's motion for summary judgment, ruling the employee failed to provide evidence she exhausted her administrative remedies with the EEOC, which requires dismissal of her Title VII sex discrimination claim. Meanwhile, the employee's retaliation claim fails because there is no causal connection between her filing a discrimination and her termination, which came only after she disobeyed a direct order from a supervisor and continued to email faculty and students without prior approval.
Court: USDC Northern District of Ohio, Judge: Carr, Filed On: September 14, 2023, Case #: 3:20cv2665, NOS: Employment - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. Chuang finds in favor of the county board of education following allegations of race discrimination brought by a former high school math and technology teacher. The board did not choose the teacher, a Black man, after he applied to three different athletic positions in the county. Those chosen were white. The teacher then emailed the public school system, quoting Deuteronomy 25:1-3 and saying, "Do not muzzle the ox that treadeth on the corn." Following this, the school system placed him on paid administrative leave twice and required a psychotherapist's exam to return to work. The follow fall, the teacher did not return and was determined to have abandoned his position. The teacher lacks the sufficient evidence needed to proceed on his claims.
Court: USDC Maryland, Judge: Chuang, Filed On: September 12, 2023, Case #: 8:20cv3471, NOS: Employment - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. Snow grants the defendant school district's motion for summary judgment in this lawsuit brought by a former employee alleging discrimination and retaliation in violation of Title VII, as well as interference with her rights under the Family Medical Leave Act. The former employee, who is African American, fails to establish a prima facie case of race discrimination or retaliation.
Court: USDC Eastern District of Oklahoma, Judge: Snow, Filed On: August 28, 2023, Case #: 6:21cv241, NOS: Education - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
Per curiam, the Fifth Circuit finds the district court properly found in favor of Louisiana State University in this employment sex discrimination suit brought by the female staff attorneys who were terminated as part of a university-wide consolidation. The attorneys failed to identify male employees who were paid more for similar work. The attorneys were also notified of their termination before they filed charges, and there is no causal link between their alleged protected activity and the adverse employment action. Though, testimony on record regarding an email raising gender pay-equity concerns “seem[s] to corroborate... ’ [that a retaliation claim] was objectively reasonable.” This satisfies the attorneys’ burden to show that their salary-review request was a protected activity. Affirmed in part. Reversed in part and remanded.
Court: 5th Circuit, Judge: Per curiam, Filed On: August 24, 2023, Case #: 22-30585, Categories: education, employment Discrimination, employment Retaliation
J. Sannes enters judgment in favor of the New York State Department of Education on a 71-year-old special education teacher’s employment discrimination and retaliation complaint that alleged she suffered disciplinary action on the basis that she suffered from extreme anxiety and other mental health conditions, which ultimately led to her forced resignation. The education department successfully argued that its decision to initiate disciplinary actions against her were due to complaints that she reportedly said she was going to “kill” or otherwise harm her supervisor and
not driven by discriminatory animus.
Court: USDC Northern District of New York, Judge: Sannes, Filed On: August 21, 2023, Case #: 1:20cv195, NOS: Other Civil Rights - Civil Rights, Categories: education, employment Discrimination, employment Retaliation
J. preserves in part an employment discrimination and retaliation complaint brought by a high school special education teacher alleging he faced discriminatory treatment on the basis that is he is Trinidadian, namely that it failed to provide him access to a men’s or unisex bathroom. He fails to provide any substantive detail that would suggest the school’s actions were motivated by discriminatory animus, but he otherwise paints a clear enough picture that he was terminated at the end of his probationary period on false accusations of lateness in retaliation for his complaints regarding access to his preferred bathroom.
Court: USDC Eastern District of New York, Judge: Matsumoto, Filed On: August 14, 2023, Case #: 1:22cv3117, NOS: Employment - Civil Rights, Categories: Civil Rights, education, employment Discrimination
J. Kelly finds a lower court properly dismissed a former Navy service member's discrimination claims against his employer under the Uniformed Services Employment and Reemployment Rights Act. The former Navy serviceman argued that his employer was obligated to provide him with tuition assistance to obtain a bachelor's degree. However, his employer provided sufficient evidence in court that the G.I. Bill covered his tuition in full. Affirmed.
Court: 8th Circuit, Judge: Kelly, Filed On: July 28, 2023, Case #: 22-2321, Categories: education, employment Discrimination, Military
J. Rice grants the Psychiatry Department Chair's motion for sanctions against the university, ruling he was prejudiced by its deletion of emails between he and his administrative assistant because it will prevent him from presenting a complete picture of his ability to effectively communicate with students and other staff members. The university will be precluded from presenting any evidence to the jury about the chair's alleged failure to effectively communicate with students or that they avoided him prior to his termination.
Court: USDC Southern District of Ohio, Judge: Rice, Filed On: July 26, 2023, Case #: 3:18cv358, NOS: Employment - Civil Rights, Categories: education, Sanctions, employment Discrimination
J. Bredar denies in part a former project manager his motion for reconsideration of a previous opinion which denied claims of age discrimination against a county school board. The manager, who applied for various positions within the county school system, alleges the board consistently passed him over and hired younger candidates. He has not proven an obvious error of law justifying reconsideration. However, the manager can amend an amended complaint to add new allegations.
Court: USDC Maryland, Judge: Bredar, Filed On: July 13, 2023, Case #: 8:21cv2720, NOS: Employment - Civil Rights, Categories: education, employment, employment Discrimination
J. Lioi grants the employer's motion for summary judgment, ruling the Taiwanese-born professor fails to establish a prima facie case for race or national origin discrimination. The statistical evidence related to the university's staff reduction is not from a credible source and, at best, shows a marginal difference between the number of Asian and white employees fired by the university. Additionally, the university had a legitimate reason to eliminate the professor's position based, in part, on her lack of affiliation with a program at the university, and evidence she had one of the highest salaries and primarily taught required courses that could be picked up by less experienced professors.
Court: USDC Northern District of Ohio, Judge: Lioi, Filed On: June 22, 2023, Case #: 5:21cv2277, NOS: Employment - Civil Rights, Categories: education, employment Discrimination