Justia Civil Rights Opinion Summaries

Plaintiff worked at the University of Minnesota Duluth (UMD) as the women’s softball head coach and part-time Director of Operations for the women’s hockey team. After UMD relieved Plaintiff of her hockey duties, she sued, claiming that she was fired for being gay. The district court granted summary judgment to UMD, and the Eighth Circuit affirmed.   The court explained that Title VII plaintiff can survive summary judgment either by (1) presenting direct evidence of discrimination, or (2) “creating the requisite inference of unlawful discrimination through the McDonnell Douglas analysis, including sufficient evidence of pretext.” Towery v. Miss. Cnty. Ark. Econ. Opportunity Comm’n, Inc., 1 F.4th 570 (8th Cir. 2021)   Here, Plaintiff did not present any direct evidence of discrimination, so the court analyzed her claims under the familiar McDonnell Douglas burden-shifting framework. The court explained that. even assuming that Plaintiff could establish a prima facie case of discrimination, she has not met her burden of showing that UMD’s legitimate, nondiscriminatory justification for nonrenewal is pretextual. Plaintiff argued that UMD’s legitimate, nondiscriminatory justification isn’t credible because the accepted Division I practice of “cleaning house” when a head coach leaves is limited to firing coaching staff—not operations staff. The court reasoned that it finds it credible that UMD would want to allow its new head coach to choose her Director of Operations. Further, the court found that Plaintiff has not carried her ultimate burden of persuading the court that she was the victim of intentional discrimination. Out of four part-time hockey staff members, three were openly gay. View "Jen Banford v. Board of Regents of U of MN" on Justia Law

Plaintiffs are nine female detention service officers working at the Dallas County Jail who are employed by Defendant-Appellee Dallas County Sheriff’s Department. Dallas County (“the County”). A gender-based scheduling policy went into effect and only male officers were given full weekends off whereas female officers were allowed two weekdays off or one weekday and one weekend day off. Plaintiffs alleged that they were told that it would be safer for the male officers to be off during the weekends as opposed to during the week.   Plaintiffs filed suit against the County for violations of Title VII and the Texas Employment Discrimination Act (the “TEDA”). On appeal, Plaintiffs argued that the district court erred by considering whether the County’s scheduling policy constituted an adverse employment action rather than applying the statutory text of Title VII and the TEDA. The Fifth Circuit affirmed the district court’s motion to dismiss The court held that Plaintiffs’ did not plead an adverse employment action, as required under the Fifth Circuit’s Title VII precedent. The court explained that the conduct complained of here fits squarely within the ambit of Title VII’s proscribed conduct: discrimination with respect to the terms, conditions, or privileges of one’s employment because of one’s sex. Given the generally accepted meaning of those terms, the County would appear to have violated Title VII. However, the court explained it is bound by the circuit’s precedent, which requires a Title VII plaintiff to establish a prima facie case of discrimination by showing that she “suffered some adverse employment action by the employer.” View "Hamilton v. Dallas County" on Justia Law

Michael Cruz sued defendant insurance companies alleging they terminated his contract, under which he sold defendants’ insurance products, on the basis of race, in violation of 42 U.S.C. § 1981. In support, Cruz relied on a statement allegedly made by his district manager, which Cruz argued represented direct evidence of discrimination, as well as circumstantial evidence. The district court granted summary judgment to defendants, ruling that the district manager’s statement was inadmissible hearsay and that Cruz’s circumstantial evidence did not otherwise demonstrate discriminatory intent. Without considering Cruz’s circumstantial evidence, the Tenth Circuit reversed because the district manager’s alleged comment was not inadmissible hearsay; it was admissible under Federal Rule of Evidence 801(d)(2)(D) as a party-opponent admission made by an agent within the scope of the agency relationship. And because that admission constituted direct evidence of discrimination, the grant of summary judgment was reversed and the matter remanded for further proceedings. View "Cruz v. Farmers Insurance, et al." on Justia Law

Plaintiff, a former employee at Nebraska State College System’s (NSCS) Peru State College, brought Equal Pay Act and Title VII claims against NSCS after she received a terminal contract in 2018. The district court granted summary judgment in favor of NSCS on all of Plaintiff’s claims, and Plaintiff appealed.   The Eighth Circuit affirmed the ruling. The court explained that the parties do not dispute that another employee was paid more for the same position from when Plaintiff and the other employee were hired until Plaintiff’s promotion in 2017; thus, it is undisputed that Plaintiff set forth a prima facie case. The parties dispute, however, whether NSCS satisfied its burden to prove that the pay differential was based on a factor other than sex. The court agreed with the district court that NSCS met its burden. NSCS offered sufficient evidence that the other employee received a higher salary because he had significantly more experience than Plaintiff.Further, the court wrote that while Plaintiff maintains that her being hired before the other employee demonstrates her superior experience. This assumption is erroneous, as Plaintiff conflates Peru State’s hiring and salary decisions. Finally, even if Plaintiff proves causation, Plaintiff failed to put forth evidence demonstrating pretext in response to NSCS’s legitimate reason for issuing her a terminal contract. View "Ronicka Schottel v. Nebraska State College System" on Justia Law

This class action arises out of claims by commercial truck drivers who assert that they were not paid proper amounts while working for Werner Enterprises, Inc., and Drivers Management, LLC, (collectively Defendants) as part of Defendants’ Student Driver Program. In a previous appeal, we considered Defendants’ challenge to a jury verdict in favor of Philip Petrone and others (collectively, Plaintiffs) on some of Plaintiffs’ claims, concluding that the district court erred in amending the scheduling order to allow Plaintiffs to submit an expert report past the disclosure deadline without good cause.   Because the expert evidence was integral to the jury’s verdict, the Eighth Circuit determined that this error was not harmless, and vacated the judgment. The case returned to the court after the district court, on remand, entered judgment in favor of Defendants. The court then vacated the judgment. The court explained that read in its entirety, the decision left the door open for the district court to consider how to proceed in light of the Circuit Court’s ruling that the district court should not have granted the motion to amend the scheduling order. The court explained that its mandate thus did not direct the district court to affirmatively find in Defendants’ favor, and their suggestion to the contrary is without merit.   Finally, while the district court properly determined that Plaintiffs could not present evidence of damages through summary evidence pursuant to Rule 1006, it failed to conduct an analysis pursuant to Rule 37(c)(1) and failed to address Plaintiffs’ request for appointment of an expert pursuant to Rule 706. View "Philip Petrone v. Werner Enterprises, Inc." on Justia Law

Plaintiff sued the National Geospatial-Intelligence Agency and the Director of the Central Intelligence Agency alleging religious discrimination and retaliation under Title VII. The Fourth Circuit affirmed the district court’s dismissal. The court explained that because the alleged discrimination and retaliation arose from Plaintiff’s failure to satisfy additional security requirements and would require the court to review the merits of the security-authorization decision, the court is bound by the decision in Department of the Navy v. Egan, 484 U.S. 518 (1988), to affirm the district court’s dismissal of this matter for lack of jurisdiction.   The court explained that it agrees that courts must exercise caution in expanding the reach of Egan. Nevertheless, the court declined to adopt the hardline position, urged by Plaintiff, that Egan’s rationale may only ever apply to determinations explicitly labeled “security clearances.” Rather, as in Foote and Sanchez, this case requires a more detailed analysis of whether the judgment at issue is of the type that Egan intended to shield from judicial review. Furhter, the court held that the CIA’s decision to stop Plaintiff’s assignee-security authorization processing is the kind of discretionary predictive judgment shielded from judicial review by Egan. View "Nathan Mowery v. National Geospatial Intelligence Agency" on Justia Law

Plaintiff claims that Bridgestone Americas Tire Operations discriminated against her based on her race by allowing a hostile work environment to pervade its manufacturing plant and by retaliating against her for accusing a co-worker of tampering with her machine. Bridgestone moved for summary judgment, and the district court granted summary judgment in Bridgestone’s favor on all claims.   On appeal, Plaintiff argued that the district court wrongly concluded that her hostile-work-environment claim was not supported by evidence of race-based harassment that was severe or pervasive enough. She also argues that her retaliation claim was based on a reasonable belief that the tampering with her machine was due to her race and that her transfer to KBN2 was causally related to her complaints.   The Fourth Circuit affirmed, holding that Plaintiff presented no evidence that would allow a jury to conclude that any tampering that occurred in 2018 was based on her race. The court explained that the totality of Plaintiff’s these allegations, and the evidence put forward to support them, fails to create a genuine question of material fact that racial discrimination in Bridgestone’s MTS department was so severe or pervasive that it constituted a hostile work environment. View "Laverne McIver v. Bridgestone Americas, Inc." on Justia Law

Plaintiff Kelly Dansie sued Defendant Union Pacific Railroad Company for terminating his employment in violation of the Americans with Disabilities Act (“ADA”) and the Family Medical Leave Act (“FMLA”). The district court granted summary judgment for Defendant on Plaintiff’s ADA claim but allowed the case to proceed to trial on Plaintiff’s FMLA claim. The jury then returned a verdict in Defendant’s favor. After review, the Tenth Circuit reversed in part and affirmed in part, finding plaintiff presented sufficient evidence for a jury to find that defendant failed to engage in the ADA mandated good-faith communications with respect to reasonable accommodations of plaintiff's disability. Given that evidence, summary judgment for Defendant was reversed on plaintiff’s ADA claim, and the issue was remanded to the district court for a trial. But the Tenth Circuit affirmed the verdict for defendant on plaintiff’s FMLA claim. View "Dansie v. Union Pacific Railroad" on Justia Law

The Seventh Circuit affirmed the decision of the district court entering summary judgment to Defendants and dismissing this complaint brought by Plaintiff, the former general counsel for Chicago State University, holding that the district court did not abuse its discretion in its rulings.Plaintiff brought this action under 42 U.S.C. 1983 against several University defendants alleging that the University fired him in retaliation for reporting a potential conflict of interest in violation of the First Amendment and Illinois's State Officials and Employees Ethics Act and that Defendants violated his due process rights under the Fourteenth Amendment by not paying him severance pay. The district court entered summary judgment for Defendants. The Seventh District affirmed, holding that Plaintiff's actions fell outside the Ethics Act and that Plaintiff's speech lacked protection under the First Amendment. View "Cage v. Harper" on Justia Law

Plaintiff worked at the University of Arkansas-Pulaski Technical College (“UAPTC”). In April 2018, Plaintiff requested and received leave under the Family and Medical Leave Act (“FMLA”) to care for her mother who had cancer. After being notified that her position would be eliminated in an upcoming reorganization she applied for a different position. The hiring committee led by Defendant interviewed Plaintiff and five other candidates. After the interview, the committee hired another applicant to whom Defendant had given a more favorable interview score.   Plaintiff sued the Board of Trustees of the University of Arkansas, members of the Board of the Trustees in their official capacities, the hiring committee director in his official and individual capacities, and UAPTC. Among other claims, she alleged that the hiring committee director violated the FMLA by discriminating and retaliating against her.   The district court denied the summary-judgment motion in relevant part, rejecting the hiring director’s qualified immunity defense on the ground that “qualified immunity is not available to defendants on an FMLA claim.” The Eighth Circuit remanded the case to the district court for consideration of the motion for summary judgment on the basis of qualified immunity. The court explained that the district court’s rejection of the hiring director’s qualified-immunity defense was based on a misreading of our statement in Darby v. Bratch. The court construed the statement in Darby about qualified immunity to mean that the FMLA clearly established the violative nature of the particular conduct in that case, not that qualified immunity can never be available on an FMLA claim. View "Rebecca Sterling v. Board of Trustees" on Justia Law