290 results for 'cat:"Civil Rights" AND cat:"Employment Discrimination"'.
J. Hummel orders New York State’s Department of Environmental Conservation to produce requested documents in an employment discrimination lawsuit. The litigant seeks documentation regarding the demotion and subsequent promotion an environmental department officer who was the subject of a sexual harassment complaint. The litigant in this case alleges he was denied a promotion to be the director of law enforcement due to reverse racism, while the department argues the decision to deny him the position was in part based on his involvement in the officer’s promotion, which they claimed showed a lapse in judgment.
Court: USDC Northern District of New York, Judge: Hummel, Filed On: March 14, 2024, Case #: 1:20cv106, NOS: Employment - Civil Rights, Categories: civil Rights, Discovery, employment Discrimination
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J. Crenshaw finds in favor of the employer in this lawsuit alleging race discrimination and a hostile work environment under Title VII of the Civil Rights Act. The employee, who worked as a line assembler for the manufacturer, contends that his termination was based on race. However, he fails to provide a comparator that was treated "more favorably" to establish his prima facie case of discrimination.
Court: USDC Middle District of Tennessee , Judge: Crenshaw, Filed On: March 11, 2024, Case #: 3:22cv386, NOS: Employment - Civil Rights, Categories: civil Rights, employment Discrimination
J. Gonzalez dismisses with prejudice a transit workers union from an Metropolitan Transit Authority bus driver’s employment discrimination and fair representation complaint, finding the union’s decision recommending his termination following several incidences of workplace misconduct was not done in bad faith or motivated by his race, sexual orientation or disability.
Court: USDC Eastern District of New York, Judge: Gonzalez, Filed On: March 7, 2024, Case #: 1:23cv775, NOS: Employment - Civil Rights, Categories: civil Rights, employment Discrimination, Labor / Unions
Per curiam, the circuit finds the district court properly entered summary judgment in favor of the adult entertainment clubs. The black dancer was barred from performing at a certain club for not complying with its tip-sharing policy, then was turned away from another club because it had "too many black girls." This discrimination suit followed more than four years after the alleged events and is barred by limitations. Affirmed.
Court: 5th Circuit, Judge: Per curiam, Filed On: March 4, 2024, Case #: 23-20440, Categories: civil Rights, employment Discrimination
J. Fleissig finds for the hospital on a former employee's religious and ADA discrimination claims. The hospital reasonably denied the employee a religious exemption for the Covid-19 vaccine, finding that she could not identify any religious belief that would be violated if she received the vaccine. Further, she cannot make a claim under the ADA because she was never actually diagnosed with Guillian-Barre Syndrome, even if a medical provider told her that she was at risk if she had repeated exposures to vaccinations.
Court: USDC Eastern District of Missouri, Judge: Fleissig, Filed On: March 1, 2024, Case #: 4:22cv1204, NOS: Other Civil Rights - Civil Rights, Categories: civil Rights, Ada / Rehabilitation Act, employment Discrimination
J. Jordan partly grants the defendant company's post-trial motions in a suit brought by former employees alleging race discrimination and retaliation stemming from alleged disparate treatment that Black employees faced. The jury ruled in favor of all the former employees and awarded each of them $7 million in total damages. The company's motion for judgment as a matter of law is granted as to all of the former employees' race discrimination claims since the evidence was insufficient to support the jury's verdict. The verdict as to the company's liability and the employees' damages "is so contrary to the evidence as to evince bias and prejudice on the part of the jury... The damages awarded are patently nonsensical."
Court: USDC Eastern District of Texas , Judge: Jordan, Filed On: March 1, 2024, Case #: 4:19cv905, NOS: Employment - Civil Rights, Categories: Civil Procedure, civil Rights, employment Discrimination
J. Agee upholds the lower court decision to grant summary judgment to South Carolina’s probation agency on a former employee’s gender discrimination and retaliation claims. She was fired once and rehired after the EEOC agreed that she had been passed over for a job because the agency wanted a man. This time around, she resigned after she failed a polygraph test during an investigation of her for having sex with a subordinate before removing the subordinate from her team. She could not show how the investigation she faced was retaliation for protected activity. Affirmed.
Court: 4th Circuit, Judge: Agee, Filed On: February 27, 2024, Case #: 21-2275, Categories: civil Rights, employment Discrimination, Employment Retaliation
J. Thompson grants the Department of Agriculture’s motion for summary judgment in this discrimination suit brought by a Black veterinarian who worked for the department for two days in 1993, then unsuccessfully reapplied for positions in 1998 and 2010. She was not hired because she had been terminated in 1993, not for discriminatory reasons.
Court: USDC Middle District of Alabama, Judge: Thompson, Filed On: February 23, 2024, Case #: 2:22cv99, NOS: Employment - Civil Rights, Categories: civil Rights, Employment, employment Discrimination
J. Hickey grants a nursing home’s motion to dismiss claims filed by a former nursing director who was unable to show her termination was due to race discrimination or that the nursing home violated the Family Medical Care Leave Act. The evidence shows the former director did not adequately perform her job duties, which is a "legitimate, nondiscriminatory reason" for firing her.
Court: USDC Western District of Arkansas , Judge: Hickey, Filed On: February 23, 2024, Case #: 1:22cv1072, NOS: Family and Medical Leave Act - Labor, Categories: civil Rights, Employment, employment Discrimination