1,945 results for 'nos:"Employment - Civil Rights"'.
J. Kennelly denies Chicago’s motion for summary judgment on civil rights claims brought by a gay city firefighter. The firefighter alleges he has been subject to homophobic intimidation by his straight coworkers in the fire department, including having gay porn taped to his locker, and that he was regularly sexually harassed by his female superior when he was working in the CFD’s administrative office. The court finds he has sufficiently alleged these claims.
Court: USDC Northern District of Illinois, Judge: Kennelly, Filed On: May 18, 2023, Case #: 1:20cv2562, NOS: Employment - Civil Rights, Categories: Civil Rights, Emotional Distress, Employment Discrimination
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J. Trauger denies the competing motions for summary judgment in this lawsuit brought under the Tennessee Public Protection Act, alleging that the plaintiff employee was terminated based on his "refusal to remain silent" about the defendant construction company's allegedly illegal activities at a jobsite. The company argues that the employee failed to properly "report" the alleged activity, which involved a broken sewer pipe, to someone who was not "responsible for the conduct." However, the employee has "at the very least" shown a factual dispute as to whether reporting the activity to a management employee was sufficient under the TPPA.
Court: USDC Middle District of Tennessee , Judge: Trauger, Filed On: May 17, 2023, Case #: 3:21cv737, NOS: Employment - Civil Rights, Categories: Employment, Whistleblowers
J. Kornmann denies a professor's motion for summary judgment after the professor alleged that the university wrongfully interfered with his use of paternity leave and retaliated against him for several protected activities by refusing to give him tenure. The professor may have been treated unfairly by the university, however, the unfair treatment may not have been sufficient to grant judgment. The university has not met its burden to warrant judgment.
Court: USDC South Dakota, Judge: Kornmann, Filed On: May 16, 2023, Case #: 1:19cv1023, NOS: Employment - Civil Rights, Categories: Education, Employment
J. Holland denies in part an employer's partial motion to dismiss an Alaskan Native employee's allegations that she was fired after being falsely accused of cheating in a competition among Department of Public Safety recruits. The employee alleges that she was retaliated against for filing a report against a male individual who entered the female dormitories on two occasions in violation of training academy rules, and that she and the only other Alaskan Native employee were both fired while non-Alaskan Native recruits who were also accused of cheating were not fired. The employee's racial discrimination, retaliation and equal protection claims continue. The employee is granted leave to amend her conspiracy claim.
Court: USDC Alaska, Judge: Holland, Filed On: May 16, 2023, Case #: 3:23cv29, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination, Employment Retaliation
J. Foster grants the employee's motion for leave to amend her complaint to add a claim for punitive damages in her action against her former employer alleging that she was fired in response to making a protected report of state wage-theft law violations. The employee's allegations are sufficient to create a plausible inference that the employer knew of her report and acted with deliberate disregard for her right not to be terminated for it, and the report could be reasonably interpreted to have complained about the employer's alleged violation of law and so would be protected under the Minnesota Whistleblower Act.
Court: USDC Minnesota, Judge: Foster, Filed On: May 16, 2023, Case #: 0:22cv1203, NOS: Employment - Civil Rights, Categories: Employment, Whistleblowers, Employment Retaliation
J. Broomes partly grants a proposed class of employees' motion for certification of a collective action for violations of the Age Discrimination in Employment Act against a aerostructure manufacturer. The class of employees sufficiently showed that the manufacturer may have subjected them to common policies as a group that may have been discriminatory.
Court: USDC Kansas, Judge: Broomes, Filed On: May 16, 2023, Case #: 6:16cv1282, NOS: Employment - Civil Rights, Categories: Employment, Employment Discrimination
J. Walter finds in favor of American Airlines for the former flight service coordinator’s claim that American Airlines selected him as one of five LAX coordinators to be terminated due to decreased air travel during the Covid-19 pandemic because of his age and his disability from a workplace injury. American Airlines had a legitimate, nondiscriminatory reason to fire the former service coordinator, who previously demonstrated that he was unreliable.
Court: USDC Central District of California, Judge: Walter, Filed On: May 15, 2023, Case #: 2:22cv4723, NOS: Employment - Civil Rights, Categories: Employment, Covid-19, Employment Discrimination
J. Trauger partially grants the employer's motion for summary judgment in this lawsuit brought by a former employee, who asserts claims of disability discrimination and retaliation under the Americans with Disabilities Act, as well as claims for interference and retaliation under the Family and Medical Leave Act. The employee's claims under the Tennessee Disability Act are dismissed as time-barred. Summary judgment is also appropriate as to his retaliation claims.
Court: USDC Middle District of Tennessee , Judge: Trauger, Filed On: May 15, 2023, Case #: 3:21cv815, NOS: Amer w/Disabilities-Employment - Civil Rights, Categories: Ada / Rehabilitation Act, Employment Discrimination, Employment Retaliation
J. Land finds in favor of the Army in an employment discrimination and retaliation action brought by the employee, a civilian Equal Employment Opportunity specialist, alleging that he was discriminated against based on his sex, age, disability and protected activity when he was denied a bigger office, passed over for promotions and not chosen to receive bonuses. The employee failed to show that a bigger office was necessary to accommodate his disability. The decision not to give him small bonuses was not a materially adverse action and the employee also failed to show that his complaints of discrimination caused him to be denied promotions.
Court: USDC Middle District of Georgia, Judge: Land, Filed On: May 15, 2023, Case #: 4:20cv91, NOS: Employment - Civil Rights, Categories: Employment Discrimination, Employment Retaliation
J. Russell grants the hospital defendants' dismissal motion and dismisses the former employee's claims for defamation, tortious interference with a contract or business relationship, and tortious interference with a prospective economic business advantage. The former employee's defamation claim is based in part on a statement allegedly contained within a patient's medical record, specifically regarding an ordered dosage of morphine. It is not clear, however, if a third party would understand that the alleged statement referred to the employee "as the one who gave the verbal order." Even so, she fails to adequately plead special damages.
Court: USDC Western District of Oklahoma , Judge: Russell, Filed On: May 15, 2023, Case #: 5:22cv817, NOS: Employment - Civil Rights, Categories: Employment, Defamation, Interference With Contract
J. Bolden grants the employer's motion for summary judgment, ruling that while the security manager's supervisor asked him several times before his termination if he planned to retire, the manager's alcohol consumption at a company event gave the employer a legitimate reason to fire him. There is no evidence of pretext, as several of the comments were made years before the manager's termination, and he was replaced with someone in his protected age group.
Court: USDC Connecticut, Judge: Bolden, Filed On: May 12, 2023, Case #: 3:21cv1486, NOS: Employment - Civil Rights, Categories: Civil Rights, Evidence, Employment Discrimination
J. Treadwell finds in favor of the employer in an employment retaliation action brought by the former employee. The employee alleged that she was either fired for reporting sexual harassment to human resources or for being seven months pregnant. The employee did not file her EEOC charge of discrimination until nearly seven years after she was fired. The reasons for the employee's termination were clear to her at a Department of Labor hearing which occurred one month after her firing and she is therefore not entitled to equitable tolling.
Court: USDC Middle District of Georgia, Judge: Treadwell, Filed On: May 12, 2023, Case #: 5:21cv433, NOS: Employment - Civil Rights, Categories: Employment Retaliation
J. Adams grants the employer's motion for summary judgment, ruling the black employee's disparate impact claim fails as a matter of law because she cites no specific company policy that treated her and other non-white employees differently than white employees. Additionally, no evidence in the record or the employee's complaint supports her hostile work environment claim, which is based on a single instance of a coworker calling her a prostitute, which she admits was entirely unrelated to her race.
Court: USDC Northern District of Ohio, Judge: Adams, Filed On: May 12, 2023, Case #: 5:21cv1268, NOS: Employment - Civil Rights, Categories: Evidence, Employment Discrimination
J. Sullivan grants Target its motion to dismiss discrimination claims brought by a former part-time “guest advocate.” The advocate, a Black woman, claims she was subject to ongoing harassment and stalking by another Black woman employee, who seemed interested in a sexual relationship with her. She also claims Target did little to stop the other employee’s behavior. However, because she does not claim that the conditions of her employment were adversely effected by the harassment and stalking, she fails to state a claim.
Court: USDC Maryland, Judge: Sullivan, Filed On: May 12, 2023, Case #: 8:22cv2088, NOS: Employment - Civil Rights, Categories: Civil Rights, Tort, Negligence