Justia Civil Rights Opinion Summaries

In 2018, Chicago Public Schools (CPS) hired Bronson as a treatment center teacher. Bronson was assigned to Lurie Hospital. Bronson and another teacher assigned to Lurie (Cooper), are Black; the third teacher, Lee, is White. Lurie’s family services director, Ruohonen, was the teachers’ “representative supervisor” at Lurie. Ruohonen is White. Bronson alleges that Lurie and Ruohonen treated Bronson and Cooper, the first Black teachers assigned to Lurie, in a discriminatory manner. In a departure from consistent past practice, Lurie denied Bronson and Cooper access to Lurie's electronic medical records system, EPIC, for a year. Identification badges issued to Bronson and Cooper bore a different color than those issued to others: Lee’s badge granted her “regular employee access” to EPIC. In 2019, Ruohonen sent an email to their CPS supervisor, complaining about Bronson and Cooper. Bronson contacted the Chicago Teachers Union, which responded that the complaint was inconsistent with the union contract, Bronson also alleges that she and Cooper were denied adequate office and desk space.In December 2019, Bronson filed a charge of discrimination with the EEOC, then filed suit, asserting violations of Title VII, 42 U.S.C. 2000e, and the Civil Rights Act of 1866, 42 U.S.C. 1981. The Seventh Circuit affirmed the dismissal of the claims. Because the allegations in Bronson’s complaint establish that Lurie is not her de facto employer, she cannot sue Lurie under Title VII. View "Bronson v. Ann & Robert H. Lurie Children's Hospital of Chicago" on Justia Law

Plaintiff obtained a $425,562 jury verdict in his favor on his claim that the California Department of Tax and Fee Administration (the Department) retaliated against him for filing an internal complaint with its Equal Opportunity Office (EEO). The Department appealed, contending that four erroneous evidentiary rulings by the trial court deprived it of a fair trial.   The Second Appellate District reversed. The court agreed that the trial court erred in admitting evidence about activity that occurred before the filing of his EEO complaints. The court also concluded that admission of the first EEO complaint and supplement was prejudicial and prevented the Department from receiving a fair trial. The court explained that there is no doubt that the fact that Plaintiff filed an EEO complaint for age and race discrimination is highly relevant. It is the protected activity needed for his claim; more colloquially, it provides a motive for the retaliation. The details of the discrimination are not relevant. This was not a trial about whether Plaintiff’s co-worker engaged in race or age discrimination; Plaintiff waived those claims in the prior settlement agreement. Accordingly, the court reversed the judgment and remanded for further proceedings. The court wrote that it need not and does not reach the Department’s other claims of error. View "Kourounian v. Cal. Dept. of Tax & Fee Administration" on Justia Law

Plaintiff is a deaf man who can understand only about 30% of verbal communication through lipreading. He communicates primarily through American Sign Language (ASL). Plaintiff worked for O’Reilly Auto Parts (O’Reilly) as an inbound materials handler. He claims that the company discriminated against him in violation of Title I of the Americans with Disabilities Act (ADA) because it did not provide him with the reasonable accommodations that he requested for his disability. He alleged that he requested but did not receive an ASL interpreter for various meetings, training, and a company picnic. He also alleged that he asked for text messages summarizing nightly pre-shift meetings but did not receive them either. The district court, acting by consent through a magistrate judge, granted O’Reilly’s motion for summary judgment on Plaintiff’s ADA claim.   The Eleventh Circuit reversed the district court’s grant of summary judgment in favor of O’Reilly. The court remanded for further proceedings involving Plaintiff’s claim that O’Reilly violated the ADA by failing to provide him with reasonable accommodations regarding the nightly pre-shift safety meetings and regarding his disciplinary proceedings involving attendance issues. The court concluded that genuine issues of material fact do exist about whether two of Plaintiff’s requested accommodations relate to his essential job functions and whether the failure to provide those two accommodations led to an “adverse employment decision.” If Plaintiff’s allegations turn out to be the actual facts, there was a violation of Title I of the ADA, and that means summary judgment against him was inappropriate. View "Teddy Beasley v. O'Reilly Auto Parts" on Justia Law

Plaintiffs filed a 42 U.S.C. Section 1983 lawsuit against Defendants—each present or former employees of the California Department of Public Health—on the grounds that Defendants acted under color of state law to deprive Plaintiffs of certain rights secured by the United States Constitution. Specifically, Plaintiffs alleged a “stigma-plus” due process claim under Section 1983 on the grounds that Defendants violated their Fourteenth Amendment rights by denying Plaintiff an opportunity to be heard before publishing a purportedly erroneous investigative report on an unsuccessful cardiac surgery. They contend that the publication of this report caused Plaintiffs to be deprived of protected employment-related interests. The district court concluded that Plaintiffs failed to establish several necessary elements of their claim and, thus, dismissed the action in its entirety; Plaintiffs challenged each of the district court’s negative elemental findings.   The Ninth Circuit affirmed. The panel held that the district court’s negative causation finding was plausible in light of record evidence establishing; the timing and conclusions of the hospital’s internal investigations, the independent actions of a hospital employee to alert the family to potential malfeasance by Plaintiff, the family and estate’s pursuit of legal action; the accounts of key percipient witnesses to the surgery as part of the malpractice case; and the sizable malpractice judgment awarded against Plaintiff. The panel thus sustained the district court’s determination that Plaintiffs failed to prove that Defendants’ conduct was the actionable cause of the claimed injury and concluded that, at a minimum, Plaintiffs failed to establish the requisite causation element of their “stigma-plus” due process claim under Section 1983. View "PERVAIZ CHAUDHRY, ET AL V. TOMAS ARAGON, ET AL" on Justia Law

Plaintiff is the former Vice President of Program and Community of the Eugene and Agnes E. Meyer Foundation. She received largely positive feedback during her tenure, but less than two years after she was hired, the CEO of the Foundation fired her for purported interpersonal and communication-related issues. Plaintiff, who is African-American, believes these stated reasons were pretext to mask discriminatory animus. Plaintiff and the Foundation signed a severance agreement, under which Plaintiff agreed to release employment-related claims against the Foundation and its employees, and which contained a mutual non-disparagement clause. But roughly a month after Plaintiff was fired, the CEO told another leader in the non-profit space that Plaintiff was let go because she was “toxic,” created a “negative environment.” Plaintiff sued the Foundation and its CEO for breaching the severance agreement, for doing so in a racially discriminatory manner in violation of 42 U.S.C. Section 1981, and for defaming her. The district court dismissed all three claims.   The DC Circuit held that the district court erred in dismissing all three claims. As to Plaintiff’s breach of contract claim, the non-disparagement clause could reasonably be interpreted to preclude the Foundation from disparaging Plaintiff, and dismissal under Federal Rule of Civil Procedure 12(b)(6) is therefore inappropriate. As to her Section 1981 claim, the court found that she has plausibly alleged a prima facie case that the Foundation, through the CEO, breached the severance agreement due to racial animus. And lastly, the CEO’s statements are not protected by the common interest privilege, which requires a showing of good faith on the part of the speaker. View "Terri Wright v. Eugene & Agnes E. Meyer Foundation" on Justia Law

Plaintiff was employed by Defendant and, as a condition of employment, was required to get a flu vaccine. Plaintiff sought an exemption based on a medically recognized contraindication, presenting a doctor's note that recommended she avoid the vaccine based on her history of cancer and general allergies. However, neither of these was a medically recognized contraindication, and Defendant terminated her employment.Plaintiff filed suit under the FEHA for disability discrimination. The trial court granted summary judgment in Defendnat's favor, plaintiff appealed.The Second Appellate District affirmed, finding that Defendant did not engage in disability discrimination and that Defendant's reason for terminating Plaintiff's employment was legitimate and lacked pretext. Further, the court rejected Plaintifff's retaliation claim. View "Hodges v. Cedars-Sinai Medical Center" on Justia Law

Plaintiff, then a conductor and now an engineer for Union Pacific Railroad (“Union Pacific”), brought this action under the Americans with Disabilities Act (“ADA”) when Union Pacific refused Plaintiff’s requests that he be allowed to bring his Rottweiler service dog on board moving Union Pacific freight trains as a reasonable accommodation to ameliorate the effects of Plaintiff’s undisputed disabilities, post-traumatic stress disorder (PTSD) and migraine headaches resulting from his prior service in the military. At the end of a week-long trial, the district court denied Union Pacific’s motion for judgment as a matter of law. The jury then returned a verdict for Plaintiff, awarding compensatory but not punitive damages. The district court granted Union Pacific’s renewed motion for judgment as a matter of law, concluding there is no legally sufficient evidentiary basis for the jury’s verdict.   The Eighth Circuit affirmed. The court agreed that “benefits and privileges of employment” (1) refer only to employer-provided services; (2) must be offered to non-disabled individuals in addition to disabled ones; and (3) does not include freedom from mental or psychological pain. Further, the court noted that mitigating pain is not an employer-sponsored program or service. As such, providing a service dog at work so that an employee with a disability has the same assistance the service dog provides away from work is not a cognizable benefit or privilege of employment. View "Perry Hopman v. Union Pacific Railroad" on Justia Law

Plaintiff, a security guard, alleged that his employer set two different “regular rates” and that one of those rates was an artificial one that his employer designed to avoid complying with the FLSA’s overtime-compensation requirement. When Plaintiff became a security guard for Defendant Regional Security Services, Inc., his established regular rate was $13.00, and he typically worked a forty-hour week. But seven months after Regional Security first started scheduling Plaintiff to work overtime, it reduced his rate to $11.15 per hour. Regional Security then stopped scheduling Plaintiff to work overtime hours and, at the same time, restored his non-overtime pay rate to $13.00 per hour. At issue is whether Plaintiff’s “regular rate” was $13.00 per hour or $11.15 per hour during the year or so that he worked overtime hours and earned $11.15 per hour.   The Eleventh Circuit vacated the district court’s order granting Defendant’s motion for judgment on the pleadings and remanded. The court explained that Plaintiff’s allegations support his theory that Regional Security set an artificial $11.15 rate during the year that it scheduled him to work significant overtime hours so that it could avoid paying him $19.50 for his overtime hours. During the year that Plaintiff worked significant overtime hours, his reduced $11.15 rate caused him to earn on average $13.00 per hour for all sixty hours in a sixty-hour workweek. Plus, Regional Security immediately reverted to paying Plaintiff’s $13.00 rate when it stopped scheduling him to work overtime hours. Accordingly, the court held that these allegations plausibly support Plaintiff’s claims. View "David Thompson v. Regions Security Services, Inc" on Justia Law

Plaintiff sued her former employer Xceed Financial Credit Union (Xceed) for wrongful termination and age discrimination in violation of the Fair Employment and Housing Act (FEHA). The case was submitted to binding arbitration pursuant to the stipulation of the parties. The arbitrator granted summary judgment in favor of Xceed on the ground Plaintiff’s claims were barred by a release in her separation agreement. The arbitrator rejected Plaintiff’s assertion that the release violated Civil Code section 1668, which prohibits pre-dispute releases of liability in some circumstances. Plaintiff moved to vacate the arbitration award, arguing the arbitrator exceeded his powers by enforcing an illegal release. The trial court denied the motion to vacate and entered judgment confirming the arbitration award.   The Second Appellate District affirmed. The court held that the arbitrator’s ruling for clear error. The arbitrator correctly ruled the release did not violate Civil Code section 1668. Plaintiff signed the separation agreement after she was informed of the decision to terminate her but before her last day on the job. At the time she signed, she already believed that the decision to terminate her was based on age discrimination and that she had a valid claim for wrongful termination. The alleged violation of FEHA had already occurred, even though the claim had not yet fully accrued. Accordingly, the release did not violate section 1668 because it was not a release of liability for future unknown claims. View "Castelo v. Xceed Financial Credit Union" on Justia Law

On January 6, 2014, Defendant Genting New York LLC, d/b/a Resorts World Casino New York City ("Genting"), closed the Aqueduct Buffet (the "Buffet"), a restaurant located inside the Resorts World Casino (the "Casino") where Plaintiffs worked. Genting gave Plaintiffs no notice of the closure, which took effect the same day and resulted in 177 employees being laid off. The next week, Plaintiffs filed a putative class action against Genting, alleging that its failure to provide notice violated the Worker Adjustment and Retraining Notification Act (the "WARN Act"), and New York Labor Law Section 860 et seq. (the "New York WARN Act"). On cross-motions for summary judgment, the district court denied Plaintiffs' motion and granted Genting's. On appeal, Plaintiffs argue that the district court erred in granting summary judgment for Genting because, they claim, a reasonable jury could only conclude that the Buffet was either an operating unit or a single site of employment under the WARN Acts.   The Second Circuit affirmed in part and vacated in part. The court explained that Genting is not entitled to summary judgment because a reasonable finder of fact could conclude that the Buffet was an operating unit. Likewise, there is also evidence in the record to support the conclusion that the Buffet was not an operating unit. It will be for the finder of fact at trial to weigh the evidence comprising the "somewhat mixed" record in this case to answer the question. The court concluded that the district court erred in granting summary judgment for Genting and in dismissing Plaintiffs' claims under the WARN Acts. View "Roberts v. Genting" on Justia Law