1,950 results for 'nos:"Employment - Civil Rights"'.
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
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J. Curiel rules that a former employee may pursue invasion of privacy claims against his former employer for requiring his medical and religious information so that he could obtain an exemption for the employer's mandatory Covid-19 vaccine policy. "While reporting whether one has received the Covid vaccines" to Human Resources has a fairly minimal impact on an individual's privacy interests, "disclosing medical or religious information to obtain an exemption" may have a larger implication on privacy interests.
Court: USDC Southern District of California, Judge: Curiel, Filed On: April 5, 2024, Case #: 3:23cv580, NOS: Employment - Civil Rights, Categories: Employment, Privacy, Covid-19
J. Dever partially denies the North Carolina Department of Corrections’ motion to dismiss ADA violation allegations brought by a former employee. The employee previously sued the state’s department of public safety, her technical employer and also party to this suit, after it allegedly wrongfully terminated her. Three years later, a judge ruled the department must reinstate the employee, provide her with reasonable accommodation and back pay or benefits. The department rehired her but did not provide anything else, then fired her again two months later. The employee has provided sufficient evidence of ADA discrimination to proceed.
Court: USDC Eastern District of North Carolina, Judge: Dever, Filed On: April 4, 2024, Case #: 5:23cv673, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment, Employment Discrimination
J. Williams partially grants a fire department, its president and another member’s motion for summary judgment in this employment dispute brought by a couple that were former volunteer firefighters. The couple alleges unlawful expulsion, retaliation against the exercise of free speech, defamation, defamation per se and tortious interference with a beneficial relationship after the department suspended them for harassing and assaulted the other member. The couple attended hearings, but the bylaws did not allow them to attend the expulsion meeting held before they were able to submit additional evidence. The couple cannot establish that they were in fact employees, nor that they received any remuneration before the expulsion, or that they experienced an actual loss after the expulsion. The defamation and defamation per se claims are ready to proceed to trial, the president and member e-file a joint status report.
Court: USDC Connecticut, Judge: Williams, Filed On: April 1, 2024, Case #: 3:20cv1677, NOS: Employment - Civil Rights, Categories: Civil Rights, Defamation
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. 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. Contreras partially dismisses a former Veterans Affairs labor management relations specialist’s civil rights claims arising from VA’s termination of his remote work agreement, decision to transfer him from a Texas facility to an Arkansas one, and denial of a pay raise. His failure to accommodate claim fails because he did not specify what accommodations he needs or requested; he failed to allege causation for his disability discrimination claim; he succeeded in arguing that he may have been discriminated against when he wasn't chosen for a labor specialist role, however.
Court: USDC District of Columbia, Judge: Contreras, Filed On: March 29, 2024, Case #: 1:22cv3209, NOS: Employment - Civil Rights, Categories: Administrative Law, Jurisdiction, Medicare
J. Dimke denies the health department's motion to dismiss the loss of consortium claim of the employee's complaint, which alleges that the health department fired her for sending an email to the Spokane Regional Health District's board members and its administrative officer objecting to the firing of one of its employees. The health department does not demonstrate as a matter of law or cite any legal authority that the employee cannot sustain her claim.
Court: USDC Eastern District of Washington, Judge: Dimke, Filed On: March 29, 2024, Case #: 2:22cv46, NOS: Employment - Civil Rights, Categories: Employment
J. Blakey partially grants a medical clinic’s motion to dismiss race discrimination, wrongful termination and Title VII claims brought by one of its former employees. The former employee, a Black single mother, claims she faced consistent racial discrimination from her supervisor, who would also leave disparaging comments regarding her daughter on social media. She eventually felt pressured to resign given the constant poor treatment. The court finds the former employee has sufficiently alleged all her claims save her Title VII caregiver discrimination allegation.
Court: USDC Northern District of Illinois, Judge: Blakey, Filed On: March 29, 2024, Case #: 1:22cv7012, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination, Employment Retaliation