Justia Civil Rights Opinion Summaries

The Eighth Circuit affirmed the district court's grant of summary judgment in favor of the city in an action brought by plaintiff, the former city attorney for Minot, North Dakota. The court also affirmed the district court's denial of plaintiff's motion seeking to sanction the city for its alleged malfeasance in losing evidence. The court held that plaintiff's sex-based harassment claim failed because the only articulated basis for concluding that she was experiencing sex-based harassment was that the city manager unfavorably compared her work style to the previous city attorney; plaintiff's sex-based retaliation claim failed because she never made a report of sex stereotyping, so such a report could not have been the reason the city fired her; plaintiff did not suffer reputational harm from the allegedly false statements about her job performance and termination in the affidavits accompanying the city's summary judgment motion; and plaintiff cited no authority for the novel proposition that a defendant in a civil action can violate due process simply by submitting evidence in court. Finally, the court held that plaintiff's challenge to the district court's denial of her motion for additional time to respond was not properly before the court; plaintiff forfeited any right to challenge the award of litigation costs; and plaintiff's unopposed motion to seal certain portions of the record was granted. View "Auer v. City of Minot" on Justia Law

Barry, a judicial administrative assistant, alleged that Franklin County Municipal Judge O’Grady created a hostile work environment with vulgar comments about women, either coming from O’Grady directly, encouraged by him, or tolerated by him. After overhearing the judge and bailiffs discussing the sex life of a female lawyer, Barry posted about the conversation on Facebook and told the female lawyer about it. When O’Grady learned that Barry had reported the conversation to the female lawyer, O’Grady retaliated. Barry brought O’Grady’s behavior to the attention of the court administration. She was moved out of O’Grady’s chambers, and accepted a transfer to a less-desirable position as her only real option. Her work life continued to devolve; she suffered from mental-health issues. Barry sued under 42 U.S.C. 1983, claiming retaliation in violation of the Free Speech Clause of the First Amendment and gender discrimination in violation of the Equal Protection Clause. O’Grady argued qualified immunity. The district court disagreed, finding disputed issues of material fact and concluding that a reasonable jury could find in Barry’s favor. The Sixth Circuit dismissed an appeal because O’Grady’s argument relied on disagreements with the district court’s weighing of facts and factual inferences, not questions of law. View "Barry v. O'Grady" on Justia Law

The Fifth Circuit reversed the district court's denial of qualified immunity to defendants in an action brought by plaintiff, an African-American man, who claimed violation of his constitutional right to equal protection of the law. Specifically, plaintiff alleged that defendants, each mayors of the City of Naples at times when plaintiff was employed by the city, paid two specific white employees at a higher rate than he was paid. The court held that plaintiff failed to show a violation of his constitutional rights where there was no genuine dispute that plaintiff's job was not nearly identical to that of his proffered comparators. Therefore, the court remanded with instructions to enter judgment for defendants. View "Mitchell v. Mills" on Justia Law

After Indianapolis police officers Anders and Carmack divorced, Anders stalked and threatened Carmack. The police department eventually opened a criminal investigation and placed a GPS tracking device on Anders's car with a warning mechanism to alert Carmack if he passed nearby. Carmack spent nights away from home so Anders could not locate her. Anders eventually discovered the device on his car and called Robinett—his friend and fellow police officer—who examined it and confirmed that the device was a GPS. Robinett did not tell investigators that Anders had discovered the device. Days later Anders drove to Carmack’s house and killed her and himself. She was not alerted to his approach. Carmack’s estate sued the city, Robinett, and others. The judge granted the defendants summary judgment, holding that Robinett was not liable under 42 U.S.C. 1983 because he did not act under color of state law. Robinett requested that the city pay his attorney’s fees and costs under the Indiana public-employee indemnification statute. The judge denied the motion, ruling that the statute applies only when the employee acted within the scope of his employment. The Seventh Circuit affirmed. A mere allegation that the employee acted within the scope of his employment does not trigger the indemnification obligation. View "Robinett v. City of Indianapolis" on Justia Law

Augustine Caldera was a correctional officer at a state prison with a stutter. The prison’s employees mocked or mimicked Caldera’s stutter at least a dozen times over a period of about two years. Sergeant James Grove, a supervisor, participated in the mocking and mimicking of Caldera’s stutter. Such conduct reflected the prison’s culture, according to a senior prison official. Caldera sued the California Department of Corrections and Rehabilitation (CDCR) and Grove (collectively defendants) for disability harassment, failure to prevent the harassment, and related claims. A jury found the harassment to be both severe and pervasive and awarded Caldera $500,000 in noneconomic damages. The trial court found the damage award to be excessive and granted defendants’ motion for a new trial solely as to that issue. Defendants appealed and Caldera cross-appealed. Defendants claimed there was insufficient evidence the harassment was either severe or pervasive. Defendants also claimed the trial court committed two instructional and one evidentiary error. The Court of Appeal found substantial evidence to support the jury’s factual findings. The Court of Appeal also found no prejudicial instructional errors and the claimed evidentiary error was forfeited. Caldera claimed the trial court failed to file a timely statement of reasons after granting defendants’ motion for a new trial. To this, the Court of Appeal agreed, and reversed the trial court’s new trial order as to the damage award. In all other respects, the judgment was affirmed. View "Caldera v. Dept. of Corrections & Rehabilitation" on Justia Law

The Fourth Circuit reversed the district court's dismissal of plaintiff's retaliation claim under Title VII of the Civil Rights Act. The court held that plaintiff engaged in protected activity under Title VII when she complained about what she reasonably believed to be a hostile environment and that her engagement in protected activity caused the City to fire her. In this case, a reasonable jury could find that the City knew or should have known that plaintiff was complaining about a Title VII violation and that her complaints caused her termination. Therefore, plaintiff has established a prima facie case of retaliation, and the district court's grant of summary judgment was improper. View "Strothers v. City of Laurel, Maryland" on Justia Law

The Eighth Circuit affirmed the district court's grant of summary judgment for DFJ on his age discrimination and retaliation claims brought under the Age Discrimination in Employment Act (ADEA); (2) disability discrimination and retaliation claims brought under the Americans with Disabilities Act (ADA); and (3) state-law claim for age and disability discrimination and retaliation brought under the Arkansas Civil Rights Act of 1993 (ACRA).The court held that plaintiff failed to exhaust his administrative remedies as to his federal claims where his termination played no part in the initial EEOC charge because the right-to-sue letter preceded the date of the termination; plaintiff's ACRA claim failed because no genuine issues of material fact exist on whether plaintiff was qualified to do the essential job functions of his position and whether the termination was due to his disability. The court also held that plaintiff's hostile work environment claim failed because the alleged harassment was not severe enough to support his claim, and plaintiff's ADA claims also failed because he was unable to perform the essential functions of his job, with or without accommodation, and he failed to show but-for causation as to retaliation. View "Moses v. Dassault Falcon Jet Corp." on Justia Law

Lieutenant Perales (Hispanic) asked Officer Robinson (biracial) why he did not shave his facial hair in compliance with Department policy. Robinson’s doctor’s note was deemed inadequate. Robinson has folliculitis, a painful skin condition that most often occurs in black men who shave. Weeks later, Robinson revived the issue. Lieutenant Hersey (African‐American) was present. Perales told Robinson that his inquiry was not racially based and recounted that Chicago police used to say that “We don’t back n‐‐‐‐rs up” and Perales claimed, “That’s not me.” Hersey told Perales that this was inappropriate but did not report the incident. Weeks later, Robinson told Perales that he had scheduled another doctor’s appointment and invited Perales to look at his scars, caused by shaving. Perales responded, “it must be the n‐‐‐‐r in you.” Robinson's partner, Pawlik, overheard. Robinson submitted a grievance. Chief Richardson (African-American) imposed a 20‐day suspension. Robinson, Pawlik, and watch commander Spangler noticed that Perales was subjecting Robinson to particular scrutiny. Perales and Hersey directed Spangler to “go against” Robinson and Pawlik. Spangler refused. Another officer reported that Perales had stated that Robinson and Pawlik needed to “watch [their] asses.” Following Robinson's second grievance. Perales was found not to have engaged in any wrongdoing and was reassigned to Internal Affairs. Robinson was passed over for promotion. Spangler received two unwarranted notices of infraction, then was bumped from his watch commander position. In Robinson and Spangler's suit, the court granted the defendants judgment on all claims except for Robinson’s retaliation claim against Perales and the Board. A jury found against Perales and in favor of the Board, awarding Robinson one dollar. The court declined to award Robinson attorneys’ fees. The Seventh Circuit vacated the defendants' judgment on Robinson’s claim for racial harassment and Spangler’s claim for retaliation and otherwise affirmed. View "Spangler v. Perales" on Justia Law

Plaintiff, a nursing assistant, filed suit under Title VII against her employer after she was terminated in part for refusing to care for an aggressive patient in a nursing home. At issue on appeal were plaintiff's claims of hostile work environment and retaliation. The Fifth Circuit reversed the district court's grant of summary judgment for the employer and held that the hostile work environment claim could proceed to trial where a jury could conclude that an objectively reasonable caregiver would not expect a patient to grope her daily, injure her so badly she could not work for three months, and have her complaints met with laughter and dismissal by the administration. Furthermore, the employer knew or should have known of the hostile work environment and should have taken reasonable measures to try to abate it. The court also held that the retaliation claim could proceed to trial where there was a triable issue on the "but for" causation element. Therefore, the court remanded for further proceedings. View "Gardner v. CLC of Pascagoula, LLC" on Justia Law

The Labor and Industry Review Commission’s version of the “inference method” of finding discriminatory intent is inconsistent with Wis. Stat. 111.322(1) because it excuses the employee from his burden of proving discriminatory intent.Employee argued that Employer intentionally discriminated against him when it terminated his employment because of his disability. LIRC agreed and concluded that Employer violated the Wisconsin Fair Employment Act (WFEA). The Supreme Court reversed, holding (1) LIRC’s version of the “inference method” impermissibly allows imposition of WFEA liability without proof of discriminatory intent, which is inconsistent with the requirements of section 11.322(1); and (2) the record lacked substantial evidence that Employer terminated Employee’s employment because of his disability. View "Wisconsin Bell, Inc. v. Labor & Industry Review Commission" on Justia Law