2,102 results for 'cat:"Employment Discrimination"'.
J. Rabner finds that the appellate division improperly rejected an employee's constitutional challenge in claims contending she had been prohibited from talking about an internal sexual harassment complaint she filed against a supervisor because a duration had not been imposed upon the request that witnesses and involved parties refrain from discussing the case, and the request concerned a large swath of protected speech. Reversed.
Court: New Jersey Supreme Court, Judge: Rabner , Filed On: May 6, 2024, Case #: A-40-22, Categories: Constitution, employment Discrimination
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J. AliKhan largely grants the employer's motion for summary judgment and denies the employee's cross-motion for partial summary judgment in her suit alleging that the employer failed to accommodate her disabilities and cut her hours and threatened to terminate her for taking medical leave. Summary judgment is denied to the employer as to claims related to failures to provide an ergonomic chair and desk and related to the employer's requirement that the employee recertify her FMLA leave. It is otherwise granted.
Court: USDC District of Columbia, Judge: AliKhan, Filed On: May 3, 2024, Case #: 1:19cv1766, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination, Employment Retaliation
J. Saylor denies in part several funds and their chairman’s motion for summary judgment against their former administrator who is being sued for breach of fiduciary duty and has asserted counterclaims for sexual harassment, creating a hostile work environment, retaliation for reporting harassment and failure to accommodate her Type 1 diabetes. The chairman repeatedly behaved inappropriately and made sexual comments to the administrator, such as telling her that he wanted her and had a crush on her and that his wife wasn’t taking care of him, attempting to kiss her against her will immediately after screaming and swearing at her after she gave told him his behavior made her uncomfortable, and if the breasts of an employee on medical leave for breast cancer were “any good.”
Court: USDC Massachusetts, Judge: Saylor, Filed On: May 3, 2024, Case #: 1:21cv10163, NOS: Employee Retirement Income Security Act (ERISA) - Labor, Categories: Employment, employment Discrimination, Employment Retaliation
J. Self grants the mover's motion for default judgment in an employment discrimination action against the moving companies. The mover, a Black man who is Muslim, claimed that he was subjected to race- and religion-based discrimination and ultimately fired after his boss insisted in an outburst that the Quaran promoted hate and the killing of innocents. The mover exhausted his administrative remedies and sufficiently established that the companies discriminated against Black employees, including with respect to compensation. The mover is entitled to $50,000 in damages, $16,000 in attorney fees and back pay plus interest.
Court: USDC Middle District of Georgia, Judge: Self, Filed On: May 2, 2024, Case #: 5:23cv394, NOS: Employment - Civil Rights, Categories: Damages, employment Discrimination
J. Sargus denies Lowe's motion for summary judgment, ruling that while the store manager's poor performance gave it a legitimate reason to fire him, its decision to terminate him less than 10 days into a performance improvement plan and "shifting justifications" for his termination - including his response to a store fire while he was on vacation and the acceleration of his performance improvement timeline - would allow a reasonable jury to consider its reasons a pretext for age discrimination.
Court: USDC Southern District of Ohio, Judge: Sargus, Filed On: May 2, 2024, Case #: 2:22cv4162, NOS: Employment - Civil Rights, Categories: Evidence, employment Discrimination
Per curiam, the circuit finds the district court properly dismissed a doctor's defamation, fraud and age discrimination claims. Utilizing the medical personnel placement service, says he was not selected for a position for which he was referred because of his age. The service did not fail to refer him for employment and the employer did not hire him due to a lack of specific federal experience. The employer's statement the doctor was "difficult to reach" is not defamatory and the record does not support his claims of fraud. Affirmed.
Court: 5th Circuit, Judge: Per curiam, Filed On: May 1, 2024, Case #: 23-11066, Categories: Fraud, Defamation, employment Discrimination
J. Hollander grants the university’s motion to dismiss this employment dispute brought by a former Black assistant professor alleging retaliation, race discrimination and hostile work environment claims. Her teaching contract was not renewed after making a complaint to human resources regarding a supervisor directing her to work five days a week, but she could not because of a daycare situation. She fails to include allegations related to the retaliation claims, making it inconsistent with the discrimination claims for the exhaustion requirement.
Court: USDC Maryland, Judge: Hollander, Filed On: May 1, 2024, Case #: 1:23cv2272, NOS: Employment - Civil Rights, Categories: employment Discrimination, Employment Retaliation
J. Abudu finds that the district court properly ruled in favor of the employer in a race discrimination action brought by the former employee, a white woman. The ex-employee claimed that she was discriminated against by her supervisor, a Black woman, and that she was unfairly denied a transfer or reassignment. The district court correctly found the ex-employee failed to show she was fired or discriminated against based on her race. The ex-employee failed to allege a claim for retaliation and failed to show that the employer's non-discriminatory reasons for firing her due to performance issues were pretextual. Affirmed.
Court: 11th Circuit, Judge: Abudu, Filed On: May 1, 2024, Case #: 22-11401, Categories: employment Discrimination
J. Bumb finds for a law firm in claims contending a paralegal had been treated differently than younger employees and laid off due to a reduction-in-force because evidence indicated the paralegal entered an associate's office and took a file without permission, and that she had worked remotely without permission. Meanwhile, she failed to present evidence of racial discrimination, that she had applied for positions that had been filled by other employees, or that she had been replaced by a younger worker after being laid off.
Court: USDC New Jersey, Judge: Bumb , Filed On: April 30, 2024, Case #: 1:15cv8083, NOS: Employment - Civil Rights, Categories: Employment, employment Discrimination
J. Kirsch finds that the lower court properly found for the city on a female employee's gender discrimination claims. The employee does not identify adequate male comparators to support her equal pay and sex discrimination allegations, nor does she show that she engaged in protective activity to support a retaliation claim. Rather, the city presents a reasonable explanation for believing her performance inadequate in support of its decision to fire her. Affirmed.
Court: 7th Circuit, Judge: Kirsch, Filed On: April 30, 2024, Case #: 23-1761, Categories: employment Discrimination, Employment Retaliation