206 results for 'cat:"Employment" AND cat:"Covid-19"'.
J. Peterson partially grants the department of corrections' (DOC) motion to dismiss the DOC employees' complaint alleging that the DOC wrongfully denied them accommodations and fired them for not complying with a new state requirement for the Covid-19 vaccination. The DOC employees abandoned some of their claims, and their remaining claims fail because they do not make any factual allegations of ongoing violations now that the proclamation has been rescinded and they do not state what specific religious actions the proclamation prohibited.
Court: USDC Western District of Washington, Judge: Peterson, Filed On: May 16, 2024, Case #: 3:23cv6186, NOS: Employment - Civil Rights, Categories: covid-19, employment Discrimination, Class Action
J. Castaneda orders both parties to respond to discovery requests in a lawsuit brought against a logistics company by a former employee who asserted that her “religious beliefs precluded her from getting a vaccination or wearing a facemask.” While the company must provide more information on why accommodating this request “would have created an undue hardship,” the former employee must likewise provide more information on her alleged beliefs and cannot use “vague claims of ‘harassment’” to obtain a protective order against discovery.
Court: USDC Western District of Texas , Judge: Castaneda, Filed On: May 15, 2024, Case #: 3:23cv148, NOS: Employment - Civil Rights, Categories: employment, Discovery, covid-19
J. Rose denies the employer's motion for summary judgment, ruling a determination of whether the Christian employee's objection to the Covid-19 vaccine was a sincerely held religious belief requires a credibility assessment that cannot be made at this stage of litigation, while neither party has submitted evidence of whether a reasonable accommodation was available or offered at the time of her termination.
Court: USDC Southern District of Ohio, Judge: Rose, Filed On: May 13, 2024, Case #: 3:22cv370, NOS: Other Civil Rights - Civil Rights, Categories: Evidence, covid-19, employment Discrimination
J. Rose denies the employer's motion for summary judgment, ruling a determination of whether the Christian employee's objection to the Covid-19 vaccine was a sincerely held religious belief requires a credibility assessment that cannot be made at this stage of litigation, while neither party has submitted evidence of whether a reasonable accommodation was available or offered at the time of her termination.
Court: USDC Southern District of Ohio, Judge: Rose, Filed On: May 13, 2024, Case #: 3:22cv370, NOS: Other Civil Rights - Civil Rights, Categories: Evidence, covid-19, employment Discrimination
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J. Hernandez dismisses the patient access specialist's First Amendment claim alleging that the university wrongfully placed her on unpaid leave and eventually fired her after rejecting her religious exemption request to receiving the Covid-19 vaccine. The patient access specialist does not prove that the university employees were barred from trying to distinguish between religious and secular objections to a vaccine or from denying exemptions to a state-mandated vaccine mandate.
Court: USDC Oregon, Judge: Hernandez, Filed On: May 2, 2024, Case #: 3:23cv1562, NOS: Employment - Civil Rights, Categories: employment, Immunity, covid-19
J. Lasnik dismisses a lawsuit in which the former chief of inventory management for King County Metro Transit accuses the county of not accommodating her religious exemption to the Covid-19 vaccine mandate, placing her on administrative leave and then firing her. The former chief did not give the county timely notice of a religious conflict, because she makes no attempt to explain how a Covid-19 vaccine injection qualifies as a defilement of God's temple while vaccine injections for other illnesses do not, and she acknowledges that neither injections nor vaccines are forbidden in her belief system.
Court: USDC Western District of Washington, Judge: Lasnik, Filed On: April 29, 2024, Case #: 2:23cv823, NOS: Employment - Civil Rights, Categories: Civil Rights, employment, covid-19
J. Urias grants the employer's motion to dismiss, ruling the employee's failure to provide evidence any major life activity was limited by an adverse reaction to a previous vaccine prevents him from establishing a disability that would allow his discrimination claims to proceed. Meanwhile, the employee's failure to file administrative remedies for religious discrimination with the EEOC constitutes a failure to exhaust his administrative remedies and requires dismissal of the religious discrimination claims.
Court: USDC New Mexico, Judge: Urias, Filed On: April 26, 2024, Case #: 1:23cv361, NOS: Other Labor Litigation - Labor, Categories: covid-19, employment Discrimination
J. Gorton allows a corporation’s motion to dismiss a former employee's claims of violation of his right to due process and equal protection, as well as his civil rights. The corporation allowed employees to be unvaccinated, but required unvaccinated employees to test themselves weekly for Covid-19, and they fired the employee when he refused to follow the testing requirement.
Court: USDC Massachusetts, Judge: Gorton, Filed On: April 25, 2024, Case #: 1:23cv12206, NOS: Civil Rights - Habeas Corpus, Categories: employment, Health Care, covid-19
J. Merchant dismisses a Middle Eastern employee’s retaliation claims against a Brooklyn health care provider, finding that filing complaint she made against her supervisor, for forcing her to work near an employee who tested positive for Covid-19, is not protected activity for purposes of a retaliation claim. The court however preserves her discrimination claims, finding she provides enough detail to allege she faced differential treatment because of her national origin.
Court: USDC Eastern District of New York, Judge: Merchant, Filed On: April 24, 2024, Case #: 1:23cv3313, NOS: Employment - Civil Rights, Categories: covid-19, employment Discrimination, employment Retaliation
J. Gibbons finds the district court improperly denied the "gig" worker's petition for review of his liability for overpayment of pandemic assistance benefits. The appeals referee made no findings demonstrating he considered the nuances of the gig economy or whether a diminution of usual services occurred due to the pandemic. The referee improperly relied on the worker's testimony he had no job offers retracted due to the pandemic to conclude he was an unreliable witness. Reversed.
Court: Nevada Court of Appeals, Judge: Gibbons , Filed On: April 24, 2024, Case #: 85942-COA, Categories: employment, Evidence, covid-19
J. Bernal finds in favor of the management consulting company on the camera operator's complaint alleging that he was fired for not submitting proof of getting a Covid-19 vaccination after it denied his religious exemption to the vaccine. The camera operator argues that the company did not accommodate his religious beliefs, but allowing him to continue working without receiving the vaccine "would have exposed [his] co-workers to a greater risk of Covid-19 infection" and put his co-workers' lives in danger.
Court: USDC Central District of California, Judge: Bernal, Filed On: April 18, 2024, Case #: 5:22cv2220, NOS: Employment - Civil Rights, Categories: employment, covid-19, employment Discrimination
Per curiam, the appellate division finds that the lower court properly found for the state employer, which denied employees' applications for religious exemptions from the Covid-19 mandate. The vaccine mandate was rationally related to the state's goal of slowing the spread of Covid-19, and petitioners failed to provide supplemental information regarding their religious beliefs. Affirmed.
Court: New York Appellate Divisions, Judge: Per curiam, Filed On: April 16, 2024, Case #: 02012, Categories: covid-19, employment Discrimination
J. Gillmor dismisses a complaint by a former government accusing her union of filing a grievance on her behalf when she was fired over Covid-19 vaccination requirements. The employee does not make any direct claims of religious or otherwise discrimination that led to the union not filing. The employee’s complaint is more focused on her actual employer, who is not a defendant, and barely addresses the union’s role.
Court: USDC Hawaii, Judge: Gillmor, Filed On: April 15, 2024, Case #: 1:23cv335, NOS: Other Civil Rights - Civil Rights, Categories: covid-19, employment Discrimination, Labor / Unions
J. Nachmanoff grants the hospital's motion for summary judgment. The employee claimed the hospital's the COVID-19 vaccination requirement violated his religious beliefs concerning abortion, which prevent him from taking any product developed or tested using aborted fetal cell lines. However, the hospital had approved use of the Novavax vaccine that does not contain fetal cell lines.
Court: USDC Eastern District of Virginia, Judge: Nachmanoff, Filed On: April 15, 2024, Case #: 1:23cv132, NOS: Employment - Civil Rights, Categories: covid-19, employment Discrimination, First Amendment
J. Devaney finds that an administrative law judge (ALJ) improperly determined that an individual was not entitled to pandemic unemployment benefits in a matter in which the ALJ held that the individual must repay $24,690 in pandemic unemployment benefits he received from the South Dakota Department of Labor, Reemployment Assistance Division. However, the lower court properly determined attorney fees. Affirmed in part.
Court: South Dakota Supreme Court, Judge: Devaney , Filed On: April 10, 2024, Case #: 2024SD19, Categories: employment, covid-19, Attorney Fees
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. 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. Aiken dismisses the substitute teacher's complaint that the school district fired him for not receiving the Covid-19 vaccine. The substitute teacher claims that the school district violated his religious rights by firing him, but he does not show how the earlier deadline for reporting on vaccination status is discriminatory, nor does he present evidence of any pretext for discriminatory termination.
Court: USDC Oregon, Judge: Aiken, Filed On: March 31, 2024, Case #: 6:23cv688, NOS: Other Civil Rights - Civil Rights, Categories: employment, covid-19, employment Discrimination
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