1,131 results for 'cat:"Employment" AND cat:"Employment Retaliation"'.
J. Griesbach grants summary judgment to the city in the former employee's lawsuit claiming he was essentially forced to retire because he called in sick to a training session he did not want to attend due to various anxieties about contracting Covid-19 and wearing a mask to prevent that from happening. The employee's claims under the Family and Medical Leave Act and Families First Coronavirus Response Act both fail, in part because he has not provided any evidence that he had either chronic migraines or anxiety that qualified as serious health conditions for which he could take medical leave, and he has not shown he was retaliated against for a statutorily protected activity.
Court: USDC Eastern District of Wisconsin, Judge: Griesbach, Filed On: April 9, 2024, Case #: 1:22cv1000, NOS: Family and Medical Leave Act - Labor, Categories: employment, Covid-19, employment Retaliation
J. Dever dismisses with prejudice a former police chief’s motion to amend his complaint against a municipality and certain of its staff members, alleging they discriminated against him because he is Hispanic and blind in one eye. For instance, the town manager allegedly micromanaged the chief and made racist comments to him, such as “[you] should learn to dance the salsa.” The chief also cites not having been given a pay increase at the same time as others in similar positions, although he previously fought this and succeeded. He also claims constructive discharge based on his negative experiences, but the behavior of the manager and others does not rise to the level of discrimination under the 14th Amendment’s equal protection clause.
Court: USDC Eastern District of North Carolina, Judge: Dever, Filed On: April 9, 2024, Case #: 5:23cv446, NOS: Other Civil Rights - Civil Rights, Categories: Equal Protection, employment Discrimination, employment Retaliation
J. Dever grants a recycling processor’s motion to dismiss three out of four race discrimination allegations brought by a former recycling truck driver. The driver, a Black man, witnessed the processor’s supervisor randomly shooting a gun at trees, trash and other things at the facility and making racist comments, such as that he would “shoot any nigger, I don’t give a fuck,” in addition to using another slur at work. Later, the driver’s direct supervisor said he was being terminated for “poor job performance,” although previously he'd been rated as doing an excellent job. Then, the processor claimed the driver abandoned his job. The driver claims the processor’s supervisor recommended he be fired to the driver’s direct supervisor, but he provides only speculation about this. However, his claim of a racially hostile work environment will proceed.
Court: USDC Eastern District of North Carolina, Judge: Dever, Filed On: April 9, 2024, Case #: 5:23cv601, NOS: Employment - Civil Rights, Categories: employment, employment Discrimination, employment Retaliation
J. Geraci allows a corrections officer to continue pro se claims contending a union kept deducting dues from his wages after he resigned and failed to honor time-off requests, as well as falsely accused him of various wrongdoing on the job. The officer failed to demonstrate he properly notified the union of his resignation, and the complaint failed to plausibly allege retaliatory actions had been taken against him related to health benefits due to his resignation. However, accusations that he abandoned his post had not bee investigated.
Court: USDC Western District of New York, Judge: Geraci , Filed On: April 9, 2024, Case #: 6:22cv6279, NOS: Other Civil Rights - Civil Rights, Categories: employment, employment Discrimination, employment Retaliation
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J. Slomsky denies a spa’s motion for summary judgment on a licensed massage therapist’s claim that she was fired in retaliation for requesting a cart she could lean on during massages as an accommodation for her injured ankle — and not, as the spa claimed, for getting into a verbal altercation with another spa employee, who she was romantically linked to and who brandished a firearm and threatened her life at work. The therapist has presented a genuine issue of material fact as to whether the spa’s reason for terminating her was pretextual.
Court: USDC Eastern District of Pennsylvania, Judge: Slomsky, Filed On: April 8, 2024, Case #: 2:22cv3212, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Liman grants in part a hospital’s motion for summary judgment in this matter of alleged employment discrimination and retaliation. An Oncology unit employee reported to hospital administration that she was being subjected to harassing and unprofessional behavior by a physician; the hospital found no fault by the doctor. A hospital administrator discovered that the employee did not have the required certifications to work in the oncology unit. A detailed plan was implemented for the employee to earn the necessary credentials, but she failed to adhere to the plan, and her agreement was not renewed. She filed a complaint and transferred to Faculty Practice, where her supervising physician found she struggled with her work, required extensive supervision, and reported patient complaints, ultimately resulting in her termination. The employee alleges that her non-renewal and termination constituted unlawful discrimination based on her sex, race, color, national origin, and age. The instant court finds the employee may have been subjected to a hostile work environment while working in the Oncology unit, and that it is reasonable that the non-renewal may have been discriminatory and/or retaliatory in nature and should move forward, but the hospital presented sufficient evidence to support her termination from Faculty Practice for non-discriminatory/retaliatory reasons.
Court: USDC Southern District of New York, Judge: Liman, Filed On: April 8, 2024, Case #: 22cv1159, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Marston grants in part the city of Reading’s motion for summary judgment against the city’s former human resources director’s retaliation claims against the mayor, Eddie Moran, and his former special assistant, who she says sexually harassed her. The city has shown that it fired the director as the result of an outside investigation over numerous allegations of misconduct, not because of her protected activity reporting the harassment.
Court: USDC Eastern District of Pennsylvania, Judge: Marston, Filed On: April 5, 2024, Case #: 5:23cv1224, NOS: Employment - Civil Rights, Categories: employment, employment Retaliation
J. Coleman denies a former post worker’s motion for summary judgment and partially denies the U.S. postmaster’s motion for summary judgment. The former postal worker says the post office did not accommodate her disabilities stemming from a workplace injury, and also discriminated against her due to her age. However, the court does not find she has sufficiently alleged her disability discrimination claim to warrant summary judgment. The court also dismisses her age discrimination and retaliation claims, finding the bad behavior she accuses her supervisors of do not amount to legal age discrimination and that her retaliation claim lacks supporting evidence.
Court: USDC Northern District of Illinois, Judge: Coleman, Filed On: April 5, 2024, Case #: 1:21cv4689, NOS: Employment - Civil Rights, Categories: employment, employment Discrimination, employment Retaliation
J. Martin finds that the lower court properly dismissed the deputy's claims seeking judicial review of his termination, but improperly dismissed his discrimination and retaliation claims under the Missouri Human Rights Act. The deputy believed he was white until he took a private genetic test, discovering that he had substantial African American ancestry. He adequately alleges that thirty days after disclosing that he was Black to the sheriff, the deputy was suspended for abuse of authority, incompetence, and offensive conduct -- the same conduct that was tolerated when he was believed to be white. Reversed in part.
Court: Missouri Court Of Appeals, Judge: Martin, Filed On: April 2, 2024, Case #: WD86414, Categories: employment Discrimination, employment Retaliation
J. Urbanski denies the university's motion to dismiss due process claims. A Ph.D candidate claimed his male supervisor routinely discriminated against him because the supervisor preferred women he could attempt to seduce. The supervisor received a grant from research the candidate did in his lab but instead of giving the research stipend to the male candidate he gave it to a female candidate he was supposedly in a romantic relationship with. The male candidate claims that after he reported the supervisor's actions the supervisor began a retaliation campaign consisting of harsh work assignments and creating a hostile lab environment. During this time the male candidate was accused of sexual assault by a classmate who the male candidate claims did not seek to pursue the candidate's dismissal from the university until the supervisor influenced her to do so. The process moved quickly and the university, supposedly under the supervisor's tutelage, refused to give the male candidate an extension for collecting evidence to defend himself from the accusation.
Court: USDC Western District of Virginia, Judge: Urbanski, Filed On: April 2, 2024, Case #: 7:21cv378, Categories: Education, Due Process, employment Retaliation
J. Urbanksi grants the corporation a motion to dismiss. A cybersecurity expert hired by the corporation to head their apprentice program claims the corporation created a coverup to fire him for voicing ethical concerns regarding the apprentices. The expert told the corporation that he believed their practice of classifying the apprentices as contractors rather than employees is illegal. The expert fails to state a claim because Maryland has refused to recognize a cause of action for wrongful discharge where an employee is discharged after he complains internally of suspected wrongdoing without elevating his concerns to law enforcement.
Court: USDC Western District of Virginia, Judge: Urbanski, Filed On: April 2, 2024, Case #: 5:22cv7, Categories: employment, Whistleblowers, employment Retaliation
J. Berg dismisses discrimination claims an assistant superintendent brought after, for example, being told following a speech he gave for Black History Month, "You sound like a black nationalist and these PTA moms aren’t going to want you as their superintendent." The assistant superintendent frequently disagreed with other staff members regarding the district's methods for handling racial incidents involving students and staff, and he had neither faced demotion nor experienced a decrease in pay. Meanwhile, he willingly resigned due to stress.
Court: USDC Eastern District of Michigan, Judge: Berg, Filed On: March 31, 2024, Case #: 2:21cv12562, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Bryan grants, in part, the city, its administrator and director of the leisure services department motion to dismiss in this employment dispute brought by a former recreation program coordinator. The coordinator,a Black woman, alleges race discrimination, a hostile work environment, retaliation in the workplace. The coordinator fails to plead sufficient facts to state a plausible claim for administrative remedies, retaliation, causation, due process, protected speech and defamation in her complaint. Therefore, the administrator and director are dismissed from this case on all claims. The claim for race discrimination will proceed against the city.
Court: USDC Middle District of Alabama, Judge: Bryan, Filed On: March 30, 2024, Case #: 1:23cv153, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation
J. Seabright partially dismisses parts of a wrongful termination suit against the orchestra and the musicians’ union by a former flutist with the orchestra, which fired her after she did not get a Covid-19 vaccine. The flutist’s claim that the union aided and abetted the firing is preempted by labor laws. In claims against the orchestra, claims related to religious and disability accommodations are not dismissed, as the orchestra did not engage in an interactive process with the flutist who attempted to bring evidence of her religious beliefs and documented sensitivity to vaccines to the orchestra before her firing. Retaliation claims do partially survive though, as the flutist was subject to adverse action without even going through the interactive process.
Court: USDC Hawaii, Judge: Seabright, Filed On: March 29, 2024, Case #: 1:23cv415, NOS: Employment - Civil Rights, Categories: Covid-19, employment Discrimination, employment Retaliation
J. Dooley grants in part and denies in part a motion to dismiss filed by an employer who fired an employee two years after they urged her to return to work early from parental leave. The request for early return two years prior to termination does is not sufficient to infer gender-based discrimination or retaliation. However, the employee requested family medical leave to care for her son weeks prior to the termination date and this is cause for retaliation.
Court: USDC Connecticut, Judge: Dooley, Filed On: March 29, 2024, Case #: 3:23cv3, NOS: Family and Medical Leave Act - Labor, Categories: employment, employment Retaliation
J. Thompson grants, in part, a college, its president, and its vice president’s renewed partial motion to dismiss and the chancellor of postsecondary education’s motion to dismiss this unlawful discrimination and retaliation dispute brought buy two former employees. The employees are both Hispanic and allege they were treated differently than their coworkers when denied promotions. The age discrimination declaratory relief against the president, vice president and chancellor in their official capacities are dismissed. The employees’ claim for monetary damages may proceed against the president and vice president in their individual capacities, as can the declaratory relief claim. The employees’ motion for order of substitution to add the interim president in her official capacity is denied as moot.
Court: USDC Middle District of Alabama, Judge: Thompson, Filed On: March 29, 2024, Case #: 3:14cv33, NOS: Employment - Civil Rights, Categories: Equal Protection, employment Discrimination, employment Retaliation
J. Vilardo finds for a company accused of firing an employee for complaining about race and age discrimination because the record does not indicate that a supervisor's criticism of food "from Olive Garden or Red Lobster" had been racially motivated, and the complaint does not elaborate as to how the employee had been retaliated against. Meanwhile, the company plausibly contends the employee had been fired due to problems with her management style and for failing to comply with sanitation procedures.
Court: USDC Western District of New York, Judge: Vilardo , Filed On: March 29, 2024, Case #: 1:20cv632, NOS: Employment - Civil Rights, Categories: employment Discrimination, employment Retaliation