Justia Civil Rights Opinion Summaries

Plaintiff, a package delivery driver for United Parcel Service, Inc. (“UPS”), injured his hip and buttocks. He requested he be allowed to drive his route with a smaller truck that would have a softer suspension or, alternatively, that he be assigned to an “inside job.” However, UPS determined that Plaintiff's route required a larger truck and there were no openings for inside work; thus, UPS offered Plaintiff an unpaid leave of absence until he could return to work.Plaintiff filed a claim, asserting that UPS’s refusal to provide him with the accommodations he requested violated his rights under the ADA. The district court granted summary judgment to UPS, concluding, as a matter of law, that Plaintiff had not shown that the accommodations he requested were reasonable and that his unpaid leave of absence constituted a reasonable accommodation in the circumstances.The Fourth Circuit affirmed, finding Plaintiff failed to establish that UPS needed to allow him to drive a smaller vehicle on his existing route and that the leave of absence was not a reasonable alternative. View "Jay Hannah v. UPS" on Justia Law

Appellant filed suit alleging that he suffered adverse employment action in retaliation for unpopular protected speech. Appellant’s complaint alleges that he has been outspoken in recent years concerning the focus on “so-called ‘social justice’ affecting academia in general” and “his concern that the field of higher education study is abandoning rigorous methodological analysis in favor of results-driven work aimed at furthering a highly dogmatic view of ‘diversity,’ ‘equity,’ and ‘inclusion.’” In this vein, Appellant identified three statements or communications he made between 2016 and 2018, which, in his view, are protected speech. According to Appellant, he was eventually subject to adverse employment actions in retaliation for these three communications. The district court dismissed Appellant’s complaint.   The Fourth Circuit affirmed the dismissal finding that Appellant has failed to allege a causal connection between the only communication that is arguably protected under the First Amendment and the alleged adverse employment action. The court held that the survey question incident and the faculty hiring email were not protected speech. Even assuming the “Woke Joke” blog post was protected speech, Appellant has failed to allege that it was a “but for” cause for any alleged adverse employment action. View "Stephen Porter v. Board of Trustees of N. C. State University" on Justia Law

In these consolidated appeals, Plaintiff challenged the district court’s award of summary judgment to defendant Liberty University, Inc. (“Liberty”) on Palmer’s claim of age discrimination, pursued under provisions of the Age Discrimination in Employment Act (the “ADEA”)(the “Statutory Ruling”). On the other hand, Liberty, by cross-appeal, challenged an earlier award of summary judgment that was made to Plaintiff, in which the court ruled that Plaintiff was not a “minister” for purposes of the First Amendment’s so-called “ministerial exception” (the “Constitutional Ruling”).   The Fourth Circuit dismissed Liberty’s cross-appeal and vacated the Constitutional Ruling. The court agreed with the district court that Plaintiff failed to produce sufficient evidence of age-based discrimination to overcome Liberty’s summary judgment motion on that issue. The court reasoned that Plaintiff failed to demonstrate that age was the but-for cause of her 2018 nonrenewal. Plaintiff was not meeting Liberty’s legitimate expectations at the time of her nonrenewal in that she repeatedly failed to develop a digital art skillset. And Plaintiff has failed to contend with the fact that the comments she characterizes as evidence of age discrimination — the retirement comments plus the resistant-to-change comment — were made subsequent to the Chair and the Dean having resolved not to renew her teaching contract for the 2018-19 school year. Accordingly, the court was satisfied to affirm the Statutory Ruling in favor of Liberty. Moreover, in light of that disposition — and pursuant to the constitutional avoidance doctrine — the court refrained from resolving whether Plaintiff was a minister for purposes of the First Amendment’s ministerial exception. View "Eva Palmer v. Liberty University, Incorporated" on Justia Law

After Plaintiff twice lost out on a promotion, she sued Union Pacific for discrimination. The question is whether a dispute over the interpretation of a collective-bargaining agreement required dismissal. Union Pacific to sought dismissal under the Railway Labor Act, see 45 U.S.C. Section 151, et seq., which requires disputes over the interpretation of a collective-bargaining agreement to go to arbitration. The district court granted the motion to dismiss.   The Eighth Circuit affirmed. The court explained that the parties agree that this case does not involve an attempt to “form” or “secure” a collective-bargaining agreement, so it does not fall into the major-dispute category. In a failure-to-promote case like this one, Plaintiff must establish that (1) she “was a member of a protected group; (2) she was qualified and applied for a promotion to a position for which the employer was seeking applicants; (3) she was not promoted; and (4) similarly situated employees, not part of the protected group, were promoted instead.” The sticking point is whether she actually applied for either promotion: she says she did, but Union Pacific disagreed. Whether faxed resumes count as applications under the collective-bargaining agreement is something she will have to prove to establish her prima-facie case. Perhaps the best evidence of its importance was the prominent role it played at trial, especially in the questioning by Plaintiff’s attorney. In these circumstances, the issue is one for the National Railroad Adjustment Board to decide. View "Nancy Avina v. Union Pacific Railroad Co." on Justia Law

While Respondent was employed as a truck driver at Greatwide Dedicated Transport II, LLC (“Greatwide”), he witnessed certain drivers receive additional driving assignments in violation of 49 C.F.R. Section 395.3, which regulates the maximum driving time for property-carrying vehicles. After collecting evidence related to the violations, Respondent submitted anonymous letters to management reporting his findings. Soon thereafter, Respondent revealed to management personnel that he was the author of the letters. The following month, Respondent was assigned to deliver two trailers filled with merchandise to two Nordstrom store locations in Manhattan, New York and Paramus, New Jersey. However, when Respondent returned from this assignment, he was suspended for—what Greatwide claimed to be—violations of company policy. Greatwide subsequently terminated and dismissed Respondent without a more explicit explanation. Respondent promptly filed a whistleblower complaint with the U.S. Department of Labor’s (“DOL”) Occupational Safety and Health Administration (“OSHA”). Following several lengthy delays, the Administrative Law Judge (“ALJ”) ruled in Respondent’s favor, ordering Greatwide to pay both back pay and emotional distress damages. The Administrative Review Board (“ARB”) affirmed.   The Fourth Circuit affirmed. The court concluded that substantial evidence supports the ARB’s conclusion that Respondent engaged in protected activity, that his activity was a contributing factor in his termination, and that Greatwide failed to prove by clear and convincing evidence that Respondent would have been terminated absent his protected conduct. Nor was Greatwide prejudiced by the proceeding’s delays. Finally, the court declined to enforce the alleged settlement agreement because the company failed to challenge the ALJ’s decision before the ARB. View "Greatwide Dedicated Transport II, LLC v. United States Department of Labor" on Justia Law

In consolidated appeals, Plaintiff challenged the district court’s award of summary judgment to defendant Liberty University, Inc. (“Liberty”) on Palmer’s claim of age discrimination, pursued under provisions of the Age Discrimination in Employment Act (the “ADEA”)  (the “Statutory Ruling”). On the other hand, Liberty, by cross-appeal, challenged an earlier award of summary judgment that was made to Plaintiff, in which the court ruled that Plaintiff was not a “minister” for purposes of the First Amendment’s so-called “ministerial exception” (the “Constitutional Ruling”).   The Fourth Circuit affirmed the Statutory Ruling, dismissed Liberty’s cross-appeal, and vacated the Constitutional Ruling. The court explained that it agreed with the district court that Plaintiff failed to produce sufficient evidence of age-based discrimination to overcome Liberty’s summary judgment motion on that issue. Accordingly, the court was satisfied to affirm the Statutory Ruling in favor of Liberty. Moreover, in light of that disposition — and pursuant to the constitutional avoidance doctrine — the court refrained from resolving whether Plaintiff was a minister for purposes of the First Amendment’s ministerial exception. As a result, the court wrote it was obliged to dismiss Liberty’s cross-appeal and vacate the Constitutional Ruling. View "Eva Palmer v. Liberty University, Incorporated" on Justia Law

The Supreme Court affirmed the judgment of the district court concluding that Desira Johnson, a teacher at the West Des Moines Community Schools (the District), was not subject to individual liability under the Iowa Civil Rights Act (ICRA) on Plaintiff's claim of constructive discharge, holding that there was no error.Plaintiff, a teacher's associate who worked with special education students in the District, sued the District and Johnson, alleging that Johnson engaged in racial discrimination, leading to Plaintiff's constructive discharge in violation of the ICRA. The jury returned a defense verdict in favor of the District. The Supreme Court affirmed, holding (1) the district did not err in overruling Plaintiff's Batson challenge to Defendants' peremptory strike of the only Black potential juror; (2) the district court did not err in granting Johnson's motion for directed verdict for correction of errors at law; and (3) Plaintiff was not entitled to relief on her allegations of error in the district court's evidentiary rulings. View "Valdez v. West Des Moines Community Schools" on Justia Law

Groff, an Evangelical Christian who believes that Sunday should be devoted to worship and rest, took a mail delivery job with the Postal Service (USPS). USPS subsequently began facilitating Amazon’s Sunday deliveries. To avoid working Sundays on a rotating basis, Groff transferred to a rural USPS station. After Amazon deliveries began at that station, Groff received progressive discipline for failing to work on Sundays. He eventually resigned. Groff sued under Title VII of the Civil Rights Act, asserting that USPS could accommodate his Sunday Sabbath practice “without undue hardship" to its business, 42 U.S.C. 2000e(j). The Third Circuit affirmed summary judgment in favor of USPS, reasoning that under Supreme Court precedent, “requiring an employer ‘to bear more than a de minimis cost’ to provide a religious accommodation is an undue hardship.”The Supreme Court vacated. Title VII requires an employer that denies a religious accommodation to show that the burden of granting an accommodation would result in substantially increased costs in relation to the conduct of its particular business. After tracing Establishment Clause and Title VII jurisprudence, the Court concluded that showing “more than a de minimis cost,” as that phrase is used in common parlance, does not establish “undue hardship” under Title VII. Undue hardship is shown when a burden is substantial in the overall context of the business–a fact-specific inquiry. Courts must consider all relevant factors, including the accommodations at issue and their practical impact, given the nature, size, and operating cost of an employer. Impacts on coworkers are relevant only to the extent those impacts affect the conduct of the business. Title VII requires that an employer “reasonably accommodate” an employee’s practice of religion, not merely assess the reasonableness of a particular possible accommodation. An employer must do more than conclude that forcing other employees to work overtime would constitute an undue hardship; other options must be considered. View "Groff v. DeJoy" on Justia Law

Plaintiff Alessandra Rogers worked for Chaves County in its jail. Several years into her employment, Rogers drafted a petition that criticized treatment of employees in the jail. The petition was signed by 45 current and former jail employees and was submitted to the county commissioners. Roughly a month after the petition was submitted, county employees searched the jail. During the search, employees found illegal drugs and weapons in a bag under Rogers’ desk. Rogers admitted that the bag was hers and that it contained the drugs and weapons. The county put Rogers on paid administrative leave. When the period of administrative leave ended, the county denied Rogers’ request for a promotion and imposed an unpaid five-day suspension. Rogers later quit. Rogers attributed the search to retaliation for her role in drafting the petition, claiming that the retaliation violated the First Amendment. But the district court granted summary judgment to the defendants. The court reasoned that even if the defendants had retaliated for Rogers’ role in drafting the petition, liability wouldn’t exist because the petition hadn’t involved a public concern. The Tenth Circuit concurred with the district court and affirmed. View "Rogers v. Riggs, et al." on Justia Law

Deputy Deeren announced his candidacy for Sheriff of Trempealeau County in 2017. In early 2018, officials within the Sheriff’s Department discovered that Deeren had failed to disclose information about his arrest record when he applied to become a deputy. Deeren had been asked in a 2015 job interview whether he had any prior contact with law enforcement; he failed to disclose that he had been arrested and charged with criminal sexual assault in 2007. After the Department learned of the arrest in 2018, Deeren was again asked about his prior contacts with law enforcement. Deeren again omitted his 2007 arrest and, when confronted, refused to answer questions about it. Then-Sheriff Anderson and Chief Deputy Reinders sought to terminate Deeren for dishonesty and insubordination. Deeren ultimately resigned from the Department and lost the sheriff’s race to Semingson, another deputy in the Department.Deeren filed suit, alleging that Anderson, Reinders, and Semingson engaged in several retaliatory actions against him in response to his candidacy and in violation of the First Amendment. The district court granted the defendants summary judgment. The Seventh Circuit affirmed. Deeren failed to offer evidence from which a reasonable jury could conclude that any defendant engaged in a single act of unconstitutional retaliation. View "Deeren v. Anderson" on Justia Law