124 results for 'cat:"Civil Procedure" AND cat:"Employment Discrimination"'.
J. Dick grants a request by the state department of corrections, dismissing on procedural grounds the Title VII complaint of a fired black prison lieutenant, a 20-year veteran. He alleges he was fired for his use of force on an inmate, but a white captain who allegedly committed equal or greater violations of department police in the same incident, got to keep his job. The lieutenant’s claims of racial bias favoring the white captain fail because employees of different rank or status cannot be similarly situated.
Court: USDC Middle District of Louisiana, Judge: Dick, Filed On: April 26, 2024, Case #: 3:22cv897, NOS: Other Civil Rights - Civil Rights, Categories: civil Procedure, employment Discrimination, Employment Retaliation
J. Garcia finds that the appellate division properly dismissed employment discrimination, hostile work environment, and retaliatory termination claims an adjunct professor brought against the university, its administrators, and her colleagues. The district court found for defendants in the original federal claims, and the nearly identical state court action was barred by collateral estoppel. Affirmed.
Court: New York Court Of Appeals, Judge: Garcia, Filed On: April 25, 2024, Case #: 37, Categories: civil Procedure, employment Discrimination
J. Oliver grants FedEx's motion for summary judgment, ruling the employee's hostile work environment claims were filed outside the statute of limitations and, therefore, must be dismissed as untimely. Meanwhile, because the employee failed to cite any similarly situated employees as comparators for his age and race retaliation claims, those fail as a matter of law and the lawsuit will be dismissed in its entirety.
Court: USDC Connecticut, Judge: Oliver, Filed On: April 25, 2024, Case #: 3:22cv1472, NOS: Employment - Civil Rights, Categories: civil Procedure, Employment, employment Discrimination
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J. Starr finds that an employee who alleges that the owner of the company she worked for sexually harassed her on a daily basis and then fired her for not deleting harassing text messages he sent to her is entitled to back pay and compensatory damages in a default judgment. The employee’s pleading and the merits of her case are sufficient to meet required standards for a default judgment award. However, punitive damages are denied because, in total, with compensatory and back pay, the damages would exceed statutory limits.
Court: USDC Northern District of Texas , Judge: Starr, Filed On: April 16, 2024, Case #: 3:22cv1181, NOS: Employment - Civil Rights, Categories: civil Procedure, Emotional Distress, employment Discrimination
[Consolidated.] J. Larsen finds the lower court properly determined the employer waived its right to arbitrate discrimination claims brought by the deaf employee. It waited more than seven months to file its motion to compel, before which it conducted extensive discovery, took depositions and raised several affirmative defenses, all of which contradicts its argument it intended to rely on arbitration from the outset of the case. Affirmed.
Court: 6th Circuit, Judge: Larsen, Filed On: March 27, 2024, Case #: 23-1507, Categories: Arbitration, civil Procedure, employment Discrimination
J. Trapp finds the lower court properly dismissed the employee's age and ancestry discrimination claims because they are identical to those dismissed with prejudice by a federal court and, therefore, are barred by res judicata. Additionally, the employee failed to exhaust her administrative remedies with the Ohio Civil Rights Commission prior to filing her state court suit, which would have resulted in a dismissal regardless of the res judicata issue. Affirmed.
Court: Ohio Court Of Appeals, Judge: Trapp, Filed On: March 25, 2024, Case #: 2024-Ohio-1114, Categories: civil Procedure, employment Discrimination
J. Papillion grants a university's motion to dismiss the age discrimination complaint against the president-chancellor and other college officials by an 82-year-old white, formerly tenured associate professor. The professor alleges the reasons for his firing - student complaints of allegedly racist and sexually inappropriate comments in class - are a pretext for age bias. Supervisors cannot be held individually liable under federal age discrimination law, and he has not exhausted his administrative remedies for his claims against the school.
Court: USDC Eastern District of Louisiana , Judge: Papillion, Filed On: March 21, 2024, Case #: 2:23cv1423, NOS: Other Civil Rights - Civil Rights, Categories: civil Procedure, Education, 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. Deavers denies the employer's motion to dismiss, ruling that while the bankruptcy trustee of the Japanese employee is the actual party-in-interest for any discrimination claims, dismissal would be an extreme remedy. The trustee is likely unaware of the suit and, therefore, the trustee will be notified of this action and given 30 days to pursue joinder or substitution.
Court: USDC Southern District of Ohio, Judge: Deavers, Filed On: February 28, 2024, Case #: 2:22cv290, NOS: Employment - Civil Rights, Categories: civil Procedure, employment Discrimination
J. Smith finds that the trial court properly dismissed claims contending the university fired a tenured professor without following procedures outlined in the faculty handbook because the court was allowed to seek supplemental submissions on the board's decision-making process, and the teacher had the right to contest evidence presented in the case. Affirmed.
Court: New Jersey Appellate Division, Judge: Smith , Filed On: February 16, 2024, Case #: A-0089-22, Categories: civil Procedure, employment Discrimination