Justia Civil Rights Opinion Summaries

A firefighter in Forrest City, Arkansas, was terminated after posting a provocative anti-abortion image on his personal Facebook page. The image, intended to express his pro-life views, was interpreted by some as racially insensitive, particularly because it included the caption “I can’t breathe!”—a phrase associated with protests following George Floyd’s death. After complaints from a retired fire supervisor and others, the firefighter deleted the post. However, the mayor placed him on administrative leave and, following a brief investigation, fired him, citing the public outcry and concerns about the city’s ability to provide public services. The firefighter, who had served over four years without prior incident, learned of his termination through a press release.The firefighter filed suit in the United States District Court for the Eastern District of Arkansas, alleging First Amendment retaliation against the mayor in both his individual and official capacities, and against the city for an alleged unwritten policy allowing officials to censor employee speech. The district court granted summary judgment for the defendants, holding that the mayor was entitled to qualified immunity and that there was no evidence of an unwritten policy justifying the official-capacity and policy-based claims.The United States Court of Appeals for the Eighth Circuit reviewed the case de novo. The court held that the firefighter’s Facebook post addressed a matter of public concern and was made as a private citizen. The court found insufficient evidence of actual or reasonably predicted disruption to the fire department’s operations to justify summary judgment for the defendants. The court reversed the district court’s grant of summary judgment on the First Amendment retaliation claims against the mayor and the city, affirmed the dismissal of the unbridled-discretion claim, and remanded for further proceedings. View "Melton v. City of Forrest City, Arkansas" on Justia Law

Dorothy Bivens worked as a territory sales representative for a company that manufactures and distributes cleaning products. During a visit to a client’s motel, the client locked the office door and propositioned her, making her uncomfortable. Bivens reported the incident to her supervisor, who reassigned the client so she would not have further contact. Around the same period, the company’s president decided to reduce staff due to cost concerns, targeting positions in low-revenue territories, including Bivens’s. She was subsequently terminated.After her termination, Bivens filed suit in the United States District Court for the Eastern District of Michigan, alleging a hostile work environment, retaliation for reporting harassment, and racial discrimination under both Title VII and Michigan’s Elliott-Larsen Civil Rights Act. The district court denied her motion to compel production of certain documents and granted summary judgment to the employer on all claims, finding insufficient evidence to support her allegations.On appeal, the United States Court of Appeals for the Sixth Circuit reviewed the district court’s summary judgment decision de novo. The appellate court held that, under Title VII, an employer can only be held liable for harassment by a non-employee (such as a client) if the employer itself intentionally caused or was substantially certain harassment would occur, rejecting the negligence standard adopted by most other circuits and the EEOC. The court found no evidence that the employer intended for Bivens to be harassed. The court also found that Bivens’s retaliation claim failed because the decisionmaker who terminated her was unaware of her complaint, and her racial discrimination claim failed due to lack of evidence that she was singled out because of her race. The court affirmed the district court’s judgment in all respects. View "Bivens v. Zep, Inc." on Justia Law

A Christian humanitarian organization offered a remote customer service representative position to an applicant who was openly in a same-sex marriage. After the applicant disclosed her marital status while inquiring about parental leave, the organization rescinded the job offer, citing its policy that limits employment to those who comply with its religious standards, including a prohibition on sexual conduct outside of marriage between a man and a woman. The applicant, who identifies as Christian and is active in LGBTQ advocacy, sued the organization for discrimination based on sex, sexual orientation, and marital status under federal and state law.The United States District Court for the Western District of Washington initially granted summary judgment to the organization, finding that the church autonomy doctrine barred judicial inquiry into the religiously motivated employment decision. Upon reconsideration, the district court reversed itself, holding that the church autonomy doctrine did not apply because the organization’s hiring policy was facially discriminatory and could be evaluated using neutral legal principles. The district court also rejected the organization’s ministerial exception defense and other constitutional and statutory defenses, ultimately granting summary judgment to the applicant and entering judgment for stipulated damages.The United States Court of Appeals for the Ninth Circuit reviewed the case and reversed the district court’s decision. The Ninth Circuit held that the ministerial exception applies because customer service representatives at the organization perform key religious functions central to its mission, such as communicating its ministries to donors, engaging in prayer with supporters, and inviting participation in its religious mission. The court concluded that these duties are vital to the organization’s religious purpose, and therefore, the ministerial exception bars the applicant’s employment discrimination claims. The Ninth Circuit remanded the case for entry of summary judgment in favor of the organization. View "MCMAHON V. WORLD VISION INC." on Justia Law

John Baldwin sued Union Pacific Railroad Company under the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA), alleging he was unlawfully removed from his position following a fitness-for-duty evaluation. Baldwin, who had degenerative arthritis and underwent a double hip replacement, experienced a bursitis flare-up while working, leading to a fitness-for-duty evaluation. Despite being cleared by his orthopedic surgeon and a physical exam, Union Pacific's Chief Medical Officer imposed work restrictions based on Baldwin's exercise tolerance test results, which showed low aerobic capacity and mild hypertension. Baldwin was ultimately prevented from returning to his job.The United States District Court for the District of Nebraska denied both parties' summary judgment motions. Baldwin voluntarily dismissed his disparate impact and ADEA claims, proceeding to trial on the ADA claims for disparate treatment and failure to accommodate. The jury found that Union Pacific discriminated against Baldwin based on a perceived disability but concluded he posed a direct threat to himself. The district court entered judgment for Union Pacific and denied Baldwin’s motion for a new trial, which challenged the jury instructions.The United States Court of Appeals for the Eighth Circuit reviewed the case. Baldwin argued that the jury instructions misallocated the burden of proof and omitted essential elements of the direct threat defense. The court found that while the direct threat instruction was incomplete, it did not affect the trial's outcome. The business judgment instruction was deemed appropriate and did not mislead the jury. The court affirmed the district court's judgment, concluding that the instructions, taken as a whole, did not mislead the jury or affect Baldwin's substantial rights. View "Baldwin v. Union Pacific Railroad Co." on Justia Law

Patricia Conway, a registered nurse, was terminated from Mercy Hospital St. Louis for refusing to comply with the hospital's COVID-19 vaccination policy, which required all employees to be vaccinated unless they obtained an approved medical or religious exemption. Conway requested a religious exemption, which was denied. She was subsequently terminated and filed a lawsuit alleging religious discrimination under Title VII of the Civil Rights Act of 1964.The United States District Court for the Eastern District of Missouri granted summary judgment in favor of Mercy Hospital, finding that as a religious organization, the hospital was exempt under 42 U.S.C. § 2000e-1(a). Conway appealed the decision.The United States Court of Appeals for the Eighth Circuit reviewed the case de novo and affirmed the district court's decision. The court held that Mercy Hospital qualifies as a "religious organization" under § 2000e-1(a) due to its structure, mission, and affiliation with the Roman Catholic Church. The court found that the hospital's religious identity and mission, supported by uncontroverted facts, met the criteria for the exemption.The court also rejected Conway's arguments that Mercy Hospital waived its exemption by complying with the CMS mandate and that it should be estopped from invoking the exemption due to its internal vaccine policy. The court concluded that compliance with federal regulations does not waive a statutory exemption and that the hospital's policy did not constitute a clear representation that would induce detrimental reliance.The Eighth Circuit affirmed the district court's grant of summary judgment in favor of Mercy Hospital, upholding the exemption for religious organizations under Title VII. View "Conway v. Mercy Hospital St. Louis" on Justia Law

Samantha Long, a former Clerk of the Town Justice Court for the Town of New Lebanon, filed a lawsuit against the Town of New Lebanon and Jessica Byrne, a former Town Justice. Long alleged that she was unlawfully terminated in retaliation for cooperating with an investigation by the New York State Commission on Judicial Conduct into Byrne’s suspected judicial misconduct. Long claimed that she provided specific case files to the Commission and refused to discuss the investigation with Byrne, which led to her termination. She argued that her termination violated her First Amendment rights and her rights under New York State Civil Service Law § 75-b.The United States District Court for the Northern District of New York dismissed Long’s claims. The court concluded that Long’s actions were not protected by the First Amendment because they were part of her official duties as Court Clerk and did not constitute protected citizen speech. Consequently, the court declined to exercise supplemental jurisdiction over Long’s Section 75-b claim.The United States Court of Appeals for the Second Circuit reviewed the case. The court vacated the district court’s judgment and remanded the case for further proceedings. The appellate court held that Long’s complaint adequately alleged that she acted as a private citizen, not pursuant to her work responsibilities, when she cooperated with the Commission’s investigation and refused to discuss it with Byrne. The court emphasized that Long’s refusal to discuss the investigation with Byrne was not within the scope of her job duties and that her cooperation with the Commission was motivated by a sense of civic duty rather than employment-related responsibilities. The court also vacated the district court’s dismissal of Long’s state-law claim under Section 75-b, as the legal premise for the dismissal was defeated by the reinstatement of her First Amendment claim. View "Long v. Byrne" on Justia Law

Rodney Burch, the former Public Works Director for the City of Chubbuck, Idaho, filed a lawsuit against the City and Mayor Kevin England, alleging First Amendment retaliation and violations of Idaho state law. Burch claimed that adverse employment actions were taken against him due to his protected speech, which included criticisms of England’s policies and performance, advocacy for a city administrator position, and displaying a political yard sign supporting England’s opponent during the mayoral election.The United States District Court for the District of Idaho granted summary judgment in favor of the defendants. The court found that Burch’s criticisms and advocacy were made pursuant to his official duties and thus were not protected speech under the First Amendment. However, the court recognized that Burch’s political yard sign was protected speech. Despite this, the court concluded that Burch failed to establish a First Amendment violation because the defendants had adequate justification for their actions and would have taken the same actions regardless of the yard sign.The United States Court of Appeals for the Ninth Circuit reviewed the case and affirmed the district court’s decision. The Ninth Circuit agreed that Burch’s criticisms and advocacy were unprotected as they were part of his official duties. The court also found that while Burch’s yard sign was protected speech, the defendants had legitimate reasons for their actions, including Burch’s unprotected speech and the need to maintain effective city operations. Additionally, the court held that Burch’s state law claim was time-barred as the adverse employment actions occurred outside the statute of limitations.In conclusion, the Ninth Circuit affirmed the district court’s summary judgment for the defendants, holding that Burch’s First Amendment retaliation claim and Idaho state law claim both failed as a matter of law. View "Burch v. City of Chubbuck" on Justia Law

David Meza, an employee of Union Pacific Railroad Co. for over twenty years, suffered a traumatic brain injury from a non-job-related motorcycle accident. Despite his treating physicians clearing him to return to work, Union Pacific's medical examiner recommended work restrictions due to the risk of future seizures. These restrictions prevented Meza from returning to his previous position, leading him to seek other employment within the company. Meza sued Union Pacific, alleging that the company discriminated against him by regarding him as disabled under the Americans with Disabilities Act (ADA).The United States District Court for the District of Nebraska granted summary judgment in favor of Union Pacific. The court concluded that Union Pacific did not regard Meza as currently disabled but imposed restrictions based on potential future effects of his injury. Meza appealed this decision, arguing that the company's actions constituted illegal discrimination.The United States Court of Appeals for the Eighth Circuit reviewed the case de novo, considering the evidence in the light most favorable to Meza. The court found that there was a genuine issue of material fact regarding whether Union Pacific regarded Meza as disabled. The medical examiner's report suggested that Meza's brain injury could be perceived as an impairment, which could support Meza's claim. The court distinguished this case from Morriss v. BNSF Railway Co., noting that Meza's condition could be seen as an existing impairment rather than a future risk.The Eighth Circuit vacated the district court's judgment and remanded the case for further proceedings, allowing the lower court to consider other unresolved issues, such as whether Meza was qualified for his job post-accident and whether his condition posed a direct threat to workplace safety. View "Meza v. Union Pacific Railroad Co." on Justia Law

The case involves Dr. Lisa Menninger, who was the Executive Director for Laboratory Operations at PPD Development, L.P. (PPD). Menninger claimed that PPD discriminated and retaliated against her due to her social anxiety disorder, violating the Americans with Disabilities Act (ADA) and Massachusetts antidiscrimination law. A jury found in favor of Menninger, awarding her over $24 million in damages. PPD then moved for judgment as a matter of law, a new trial, and remittitur, but the district court denied these motions.The United States District Court for the District of Massachusetts initially granted partial summary judgment for PPD, rejecting Menninger's theory that PPD could be liable solely for failing to engage in an interactive process. It also limited Menninger's disparate-treatment claims to a single adverse action. However, the court denied PPD's motion for summary judgment on other claims, allowing the case to proceed to trial. The jury found in favor of Menninger on all counts, concluding that PPD failed to provide reasonable accommodation, discriminated against her, and retaliated against her. The jury awarded substantial damages, including punitive damages.The United States Court of Appeals for the First Circuit reviewed the case. PPD argued that the evidence was insufficient to support the jury's verdict, that the jury instructions were misleading, and that the punitive damages were unsupported. The Court of Appeals found that PPD failed to properly preserve its sufficiency-of-the-evidence arguments by not specifying the grounds for its Rule 50(a) motion. The court also found no plain error in the jury instructions and concluded that the evidence supported the punitive damages award. The court affirmed the district court's judgment and its denial of PPD's posttrial motions. View "Menninger v. PPD Development, L.P." on Justia Law

Cloetta Brady, a former Walmart employee, alleged sex discrimination under Title VII of the Civil Rights Act of 1964 after being denied a promotion to a daytime support manager position. Brady had worked at Walmart since 1987 and was a claims associate when she applied for the promotion in 2007. The position required passing the Supervisory Leadership Assessment (SLA), which Brady had not passed, while the selected candidate, Mike Harms, was already serving as a nighttime support manager and thus met the qualifications.The United States District Court for the Western District of Missouri granted summary judgment in favor of Walmart, dismissing Brady's claims. Brady appealed, challenging only the summary judgment on her disparate treatment claim.The United States Court of Appeals for the Eighth Circuit reviewed the case de novo. The court considered whether Brady presented direct evidence of sex discrimination or could create an inference of unlawful discrimination under the McDonnell Douglas framework. The court found that the statement by the store manager, Charles Cornelison, that Harms was promoted "because he was sick" and "had a family to support," was facially and contextually neutral and did not constitute direct evidence of sex discrimination. Additionally, Brady failed to establish a prima facie case of discrimination as she did not meet the job qualifications, specifically the SLA requirement.The Eighth Circuit affirmed the district court's grant of summary judgment, concluding that Brady neither presented direct evidence of sex discrimination nor created an inference of unlawful discrimination through the McDonnell Douglas analysis. View "Brady v. Walmart Stores, Inc." on Justia Law