Justia Civil Rights Opinion Summaries

Rodriquez D’Aundre Pam was shot and killed by Evansville police officers responding to a 911 call reporting that a man matching Pam’s description was in a backyard with a handgun, allegedly pointing it at a dog and at the caller. Officers arrived, encountered Pam on the property, and repeatedly ordered him to show his hands and get on the ground. Pam did not comply, appeared to reach for the doorknob, then moved along the house, put his hands in his pockets, and removed them when ordered. As officers continued to issue commands, Pam raised his left hand and kept his right hand at his side. Officers then fired multiple shots, killing him. A handgun was found near Pam’s body. Body camera footage captured the incident, but the video was unclear as to whether Pam was holding a gun at the moment he was shot.The United States District Court for the Southern District of Indiana granted summary judgment in favor of the officers, finding it undisputed that Pam pointed a gun at them before they fired. Pam’s estate appealed, challenging the grant of summary judgment for Officers Offerman and McQuay.The United States Court of Appeals for the Seventh Circuit reviewed the case de novo, considering the evidence in the light most favorable to the estate. The court found that, while the video did not conclusively show Pam pointing a gun, the officers’ belief that Pam was threatening them with a firearm was objectively reasonable given the circumstances, including the 911 report, Pam’s actions, and the recovery of a gun. The Seventh Circuit held that the officers were entitled to qualified immunity because their perception and response did not violate clearly established law. The court affirmed the district court’s grant of summary judgment. View "Pam v. City of Evansville" on Justia Law

A prospective employee applied for a position as an occupational therapist with a rehabilitation company, which required COVID-19 vaccination as a condition of employment. The applicant requested a religious exemption, submitting a written statement and a supporting letter from a friend citing religious objections to vaccines developed with fetal cell lines. The company questioned the applicant about her vaccination history and, finding her responses insufficiently sincere, denied the exemption and rescinded the job offer. The applicant filed a complaint with the Kansas Department of Labor, which found the company had violated Kansas law by inquiring into the sincerity of her religious beliefs.The company sought judicial review in the Johnson District Court, which reversed the agency’s decision. The district court held that the relevant Kansas statute, which prohibits employers from inquiring into the sincerity of an employee’s religious beliefs when considering COVID-19 vaccine exemptions, was preempted by federal law—specifically, the federal Vaccine Mandate for Medicare and Medicaid providers and Title VII of the Civil Rights Act. The district court also found the Kansas statute violated due process because it lacked a rational basis.On appeal, the Supreme Court of the State of Kansas reviewed the case de novo. The court held that the federal Vaccine Mandate and Title VII do not expressly or impliedly preempt the Kansas statute, because federal law permits but does not require employers to inquire into religious sincerity. The court further held that the Kansas law does not violate due process, as it is rationally related to the legitimate state interest of protecting religious liberty and provides adequate procedural protections. The Supreme Court of Kansas reversed the district court’s judgment and remanded the case for further proceedings. View "Powerback Rehabilitation v. Dept. of Labor" on Justia Law

A woman was working late at her place of employment, a business located in a commercial cul-de-sac, when she was approached at night by two individuals carrying flashlights. Fearing for her safety, as she did not know they were police officers and they did not identify themselves, she attempted to drive away. The officers, who were investigating a report of a possible break-in at a different address in the same cul-de-sac, fired their weapons at her vehicle as she drove up the driveway. The woman was not physically harmed, but her car was struck by bullets and later declared a total loss. She was detained in a police cruiser for several hours before being released without charges.The United States District Court for the Northern District of Georgia reviewed the woman’s claims under 42 U.S.C. § 1983, alleging unlawful seizure, excessive force, and unlawful property seizure in violation of the Fourth Amendment. The district court granted summary judgment to the officers on state-law claims but denied summary judgment on the federal claims, finding that a reasonable jury could conclude the officers lacked reasonable suspicion or probable cause, and that their actions violated clearly established law. The officers appealed, arguing they were entitled to qualified immunity.The United States Court of Appeals for the Eleventh Circuit affirmed the district court’s denial of qualified immunity. The court held that the officers seized the plaintiff both by physical force (when they shot her car) and by a show of authority, that no reasonable officer could have believed there was reasonable suspicion or probable cause to seize or shoot at her, and that the warrantless seizure of her vehicle was not justified by exigent circumstances. The case was remanded for further proceedings. View "Watkins v. Davis" on Justia Law

A white man, after a dinner in Palm Harbor, Florida, targeted a Black man, his girlfriend, and his four-year-old daughter as they drove on a county-administered public road. The defendant, whom the victims did not know, repeatedly attempted to run their car off the road, shouted racial slurs, and made threatening gestures. At a red light, he exited his vehicle and physically confronted the Black man, continuing his racial abuse. Witnesses and police confirmed the defendant’s aggressive and racially charged conduct, and the defendant made further racist statements to law enforcement after his arrest. The defendant’s ex-girlfriend testified that such behavior was typical for him.A grand jury in the United States District Court for the Middle District of Florida indicted the defendant on two counts of violating 18 U.S.C. § 245(b)(2)(B), which prohibits racially motivated interference with the use of public facilities. The defendant moved to dismiss the indictment, arguing that the statute exceeded Congress’s authority under the Thirteenth Amendment and the Commerce Clause, and that the indictment violated the Double Jeopardy Clause. The district court denied these motions. At trial, the court instructed the jury that to convict, it must find the defendant acted “because of” the victim’s use of the public road, applying a “but-for” causation standard. The jury found the defendant guilty on one count and not guilty on the other. The district court denied the defendant’s motions for acquittal and a new trial, and sentenced him to 24 months in prison.The United States Court of Appeals for the Eleventh Circuit reviewed the case. The court held that 18 U.S.C. § 245(b)(2)(B) is a constitutional exercise of Congress’s power under the Thirteenth Amendment, as Congress may rationally prohibit racially motivated violence interfering with public facilities as a badge or incident of slavery. The court also found no error in the jury instructions, the handling of jury questions, or the sufficiency of the evidence. The conviction was affirmed. View "United States v. Leahy" on Justia Law

Two African American truck drivers employed by a large transportation company in Nashville alleged that their supervisors subjected them to a racially hostile work environment. The plaintiffs claimed they were assigned longer routes and more hours than their non-African American colleagues for the same pay, denied certain benefits, and given older or more damaged trucks. They also testified that their supervisors, one of whom was also African American, repeatedly called them “monkey” and “monkey ass,” used demeaning language, and threatened or criticized them in ways not directed at white coworkers. The plaintiffs reported this conduct to company liaisons and managers, but the alleged harassment continued. One plaintiff resigned due to the conditions, while the other was terminated for alleged performance issues, which he disputed.The United States District Court for the Middle District of Tennessee granted summary judgment to the employer, finding that the plaintiffs had not provided sufficient evidence of race-based harassment to support a hostile work environment claim. The court reasoned that the terms used by the supervisors were not inherently racist, that the plaintiffs had not shown the terms were used only against African Americans, and that the plaintiffs’ comparative evidence was insufficient because it did not establish the race of the relevant comparators with the required specificity.On appeal, the United States Court of Appeals for the Sixth Circuit reviewed the grant of summary judgment de novo. The appellate court held that the plaintiffs’ testimony regarding the use of “monkey” and “monkey ass” by supervisors constituted evidence of race-based harassment, given the well-established history of those terms as racial slurs against African Americans. The court also found that the plaintiffs’ comparative and other evidence was admissible and sufficient to raise genuine issues of material fact regarding the severity and pervasiveness of the harassment and the employer’s liability. The Sixth Circuit reversed the district court’s judgment and remanded the case for further proceedings. View "Smith v. P.A.M. Transport, Inc." on Justia Law

An educator employed by the New York City Department of Education (DOE) was appointed Executive Director of the “AP for All” program, where she supervised a diverse team and was credited with expanding access to Advanced Placement courses. Early in her tenure, she experienced racial tensions with subordinates, including accusations of “microaggressions” and being labeled as exhibiting “white fragility.” These tensions escalated after a new Chancellor implemented an “equity agenda” that included mandatory implicit bias trainings. The plaintiff, who is Caucasian, alleged that these trainings and subsequent workplace interactions fostered a racially hostile environment, with repeated negative generalizations about white employees and a lack of intervention by supervisors when she complained.The plaintiff initially filed suit in the Supreme Court of New York, later amending her complaint to assert claims under 42 U.S.C. § 1983 for race discrimination, hostile work environment, and constructive discharge. The case was removed to the United States District Court for the Southern District of New York, where the plaintiff voluntarily dismissed her state law claims. The district court granted summary judgment to the defendants, finding that the plaintiff failed to demonstrate a municipal policy or custom that caused her demotion, the alleged hostile work environment, or her constructive discharge.On appeal, the United States Court of Appeals for the Second Circuit reviewed the district court’s decision de novo. The Second Circuit affirmed the grant of summary judgment on the demotion and constructive discharge claims, holding that the plaintiff did not provide sufficient evidence that these actions were motivated by racial discrimination or that the employer intentionally created intolerable working conditions. However, the court vacated the summary judgment on the hostile work environment claim, finding that genuine disputes of material fact existed as to whether the DOE’s actions and inaction amounted to a municipal policy or custom that created a racially hostile environment. The case was remanded for further proceedings on that claim. View "Chislett v. New York City Department of Education" on Justia Law

In 1996, the defendant broke into a home, raped a woman at knifepoint, and carried a child at knifepoint while stealing a firearm and ammunition. He was charged with multiple offenses, including kidnapping to commit robbery and, later, a one-strike rape allegation. After a mistrial due to a deadlocked jury and the emergence of DNA evidence linking him to the crime, the defendant pled guilty in 1998 to several charges under a plea agreement. The plea resulted in the dismissal of the rape charge and the one-strike allegation, and the kidnapping charge was amended. He was sentenced to a determinate prison term, which was later reduced.In 2024, the defendant, who is ethnically Samoan, filed a motion in the Superior Court of Riverside County seeking discovery under the Racial Justice Act (RJA). He argued that the addition of the one-strike allegation before trial was racially motivated, citing a different case involving a white defendant who was not similarly charged. He requested records of comparable cases, including defendants’ races and charges. The People opposed, arguing that the plea negotiations were driven by DNA evidence, not the added charge, and that the comparison case was not analogous. The trial court granted the discovery motion but limited the scope of the records to be produced.The California Court of Appeal, Fourth Appellate District, Division Two, reviewed the case on a petition for writ of mandate. The appellate court held that the defendant failed to establish good cause for discovery under the RJA because his factual scenario was not plausible in light of the record, the comparison case did not support an inference of racial disparity, and statewide incarceration statistics did not provide specific facts of misconduct in his case. The court granted the writ, directing the trial court to vacate its order granting discovery and to deny the motion. View "People v. Superior Ct. (Lalo)" on Justia Law

An athletic trainer employed by a rehabilitation services provider was assigned to work at a local high school under a contract between her employer and the school. Over several years, she reported concerns about the conduct and performance of other athletic trainers at the school, which led to personnel changes. In 2020, after a new head football coach was hired, the trainer was briefly given additional responsibilities but was soon told to return to her original role. Shortly thereafter, the school’s principal requested her removal, citing workplace issues unrelated to her sex. The trainer was then removed from her assignment at the school and offered several alternative positions by her employer, some with reduced pay or less desirable conditions. She ultimately accepted a new assignment but later resigned, alleging that her removal and reassignment were due to sex discrimination and retaliation for her complaints.The United States District Court for the Northern District of Alabama granted summary judgment in favor of the employer, finding that although there was a factual dispute about the employer’s control over the removal, the trainer failed to show that the employer discriminated or retaliated against her in violation of Title VII. The court concluded there was insufficient evidence that the employer knew or should have known the school’s removal request was based on sex, or that the reassignment options were offered for discriminatory reasons.The United States Court of Appeals for the Eleventh Circuit affirmed the district court’s decision. The appellate court held that the trainer’s discrimination claim failed because there was no evidence the employer knew or should have known the school’s request was sex-based, and no evidence that the reassignment was motivated by sex. The retaliation claim also failed, as there was no evidence the employer removed or reassigned her because she engaged in protected activity. The court affirmed summary judgment for the employer. View "Vincent v. ATI Holdings LLC" on Justia Law

A woman alleged that a sheriff’s deputy in Okanogan County, Washington, coerced her into sexual encounters over several years, exploiting her drug addiction and involvement in criminal activity. She claimed that the deputy’s misconduct began in 2014 and continued through 2021, with the deputy using his position to pressure her into unwanted sexual acts in exchange for not pursuing criminal charges against her. The woman also alleged that the sheriff’s office was aware of the deputy’s behavior but failed to take effective action, and that similar misconduct occurred with other deputies and vulnerable women.After the woman filed suit in the United States District Court for the Eastern District of Washington, the defendants moved to dismiss, arguing that her claims were barred by Washington’s three-year statute of limitations. The district court agreed, holding that her claims were untimely and that her allegations did not sufficiently support municipal liability under Monell v. New York City Department of Social Services. The court dismissed her claims with prejudice and denied her request to amend her complaint.The United States Court of Appeals for the Ninth Circuit reviewed the case and reversed the district court’s dismissal. The Ninth Circuit held that each alleged act of sexual misconduct constituted a discrete, independently wrongful act for statute of limitations purposes, so claims based on acts within three years of the complaint were timely. For earlier acts, the court found that the plaintiff plausibly alleged a delayed accrual theory, given the power imbalance and her delayed realization of harm. The court also held that the district court abused its discretion by denying leave to amend the Monell claim, as the plaintiff alleged facts supporting a pattern of deliberate indifference. The Ninth Circuit reversed the dismissal of both federal and state law claims and remanded for further proceedings. View "ST. CLAIR V. COUNTY OF OKANOGAN" on Justia Law

A hospital employee in Oregon, who identified as a practicing Christian, requested a religious exemption from her employer’s COVID-19 vaccine mandate, citing her belief that her body is a temple of the Holy Spirit and that she must avoid substances that could harm her body. The employer granted her exemption from vaccination but required her to wear personal protective equipment and undergo weekly antigen testing using a nasal swab treated with ethylene oxide. The employee objected to the testing, claiming her research showed the swab was carcinogenic and that using it would violate her religious duty to protect her body. She requested alternative accommodations, such as saliva testing or full-time remote work, but the employer denied these requests and ultimately terminated her employment when she refused to comply.The United States District Court for the District of Oregon dismissed her complaint for failure to state a claim, finding that her objection to the testing was based on secular, medical concerns rather than a bona fide religious belief. The court concluded that while her general belief in protecting her body as a temple was religious, her specific objection to the nasal swab was rooted in her personal interpretation of medical research.On appeal, the United States Court of Appeals for the Ninth Circuit affirmed the district court’s dismissal. The Ninth Circuit held that to state a claim for religious discrimination under Title VII and Oregon law, a plaintiff must plausibly allege that the specific accommodation request is rooted in a bona fide religious belief, not merely a secular or personal preference. The court found that the employee’s complaint did not sufficiently connect her religious beliefs to her objection to antigen testing, as her concerns were based on her own medical judgment rather than religious doctrine. The court declined to adopt a more lenient pleading standard and affirmed the dismissal with prejudice. View "DETWILER V. MID-COLUMBIA MEDICAL CENTER" on Justia Law