Justia Civil Rights Opinion Summaries

The First Circuit affirmed the order of the district court dismissing Plaintiff's suit brought against Defendant, his employer, asserting claims of age-based discrimination under the Age Discrimination in Employment Act (ADEA) and Puerto Rico's statutory analog, holding that this Court will not adopt any version of the single filing rule that would excuse the procedural failings associated with Plaintiff's suit.In moving to dismiss the complaint, Defendant asserted that Plaintiff neglected to first file a complaint with the Equal Employment Opportunity Commission and therefore failed to exhaust his administrative remedies before filing suit. Plaintiff argued in response that the district court should adopt and apply the "single filing rule," otherwise known as the "piggyback rule," which would allow him to vicariously satisfy his exhaustion obligation by relying upon a timely-filed administrative complaint against his employer made by a similarly-situated plaintiff. The district court declined to adopt the single filing rule, dismissed Plaintiff's ADEA claims, and declined to exercise supplemental jurisdiction over his Puerto Rico law claims. The First Circuit affirmed, holding that the district court correctly dismissed the complaint. View "Perez-Abreu v. Metropol Hato Rey LLC" on Justia Law

Plaintiff filed suit against Union Pacific in Missouri state court, alleging age discrimination, constructive discharge, and hostile work environment claims under the Missouri Human Rights Act (MHRA). Plaintiff also filed suit against Missouri resident Foster B. McDaniel, claiming that McDaniel aided and abetted Union Pacific in its discriminatory acts. After Union Pacific removed to federal court, the district court granted McDaniel's motion to dismiss and denied plaintiff's motion to remand. The district court later granted Union Pacific's motion for summary judgment on plaintiff's hostile work environment claim.The Eighth Circuit affirmed, concluding that the district court did not err in dismissing McDaniel on the basis of fraudulent joinder because plaintiff's complaint failed to make a colorable claim that McDaniel directly oversaw or was actively involved in discrimination. The court also concluded that the district court did nor err in determining plaintiff did not administratively exhaust his constructive discharge claim. Finally, the court concluded that the district court did not err in granting Union Pacific summary judgment on plaintiff's hostile work environment claim because plaintiff failed to establish age-related harassment sufficiently severe or pervasive to establish the existence of a hostile work environment. View "Henson v. Union Pacific Railroad Co." on Justia Law

Plaintiff filed suit against the City, alleging retaliation under Labor Code section 1102.5. The City asked the trial court to dismiss plaintiff's action for failure to exhaust available administrative remedies, but the trial court concluded that an appeal to the HR Commission was unnecessary. After the case proceeded to trial, the jury found for plaintiff and awarded him about $4 million, including $2 million in past noneconomic damages and $1.5 million in future noneconomic damages. The trial court subsequently denied the City's motion for a new trial.The Court of Appeal concluded that the involvement of plaintiff's direct superior in the underlying dispute, on one hand, and his expected role in deciding plaintiff's appeal, on the other, violated the requirements of due process and therefore excused plaintiff from proceeding with his administrative appeal. The court also found no reversible evidentiary error by the trial court. However, the court agreed with the City that the $3.5 million noneconomic damages award -- comprising $2 million in past and $1.5 million in future noneconomic damages -- was so excessive as to suggest it resulted from passion or prejudice. Accordingly, the court vacated the awards for past and future noneconomic damages and remanded for a new trial on these issues, unless plaintiff accepts a reduction of the awards to $1 million and $100,000, respectively. The court affirmed in all other respects. View "Briley v. City of West Covina" on Justia Law

Doe is transgender and began presenting publicly as a woman while working for the city, which was supportive of her plans to transition and need for time off. During her transition, an unknown city employee left Doe vulgar items and harassing messages that commented on her transgender identity and stated that people such as Doe should be put to death. Doe reported these incidents. The city asked employees to provide handwriting samples, which were examined for comparison; told employees that the city had a zero-tolerance harassment policy that could result in termination; and interviewed employees in an attempt to identify the harasser. The city eventually notified the police and installed a lock on Doe’s office and cameras. Dissatisfied with that response, Doe contacted a reporter. Doe claims that after her complaints, her supervisor “nit-picked” her work, and she was denied a promotion.Doe sued the city under Title VII and Michigan’s Elliott-Larsen Civil Rights Act, alleging that the city subjected her to a hostile work environment and then retaliated against her. The Sixth Circuit affirmed summary judgment in favor of the city. Detroit responded reasonably to Doe’s complaints and the record does not support any causal connection between Doe’s complaints and her failure to receive a promotion. View "Doe v. City of Detroit" on Justia Law

The Supreme Court reversed the judgment of the district court in favor of Plaintiff on his claims of sexual orientation discrimination and retaliation under the Iowa Civil Rights Act (ICRA), Iowa Code 216.1-.21, holding that Defendants were entitled to judgment as a matter of law with respect to all claims, notwithstanding any errors.After Republican Terry Branstad defeated incumbent Democratic Governor Chet Culver Brandstad requested that thirty executive branch officers appointed by prior Democratic administrations each submit a letter of resignation. After Plaintiff refused to resign the Governor reduced his compensation. Plaintiff then brought this suit, alleging sexual orientation discrimination and retaliation and violations of his constitutional right to be paid a particular salary. A jury rendered a verdict in favor of Plaintiff. The Supreme Court reversed, holding (1) the district court erred in denying Defendants' motions for directed verdict and for judgment notwithstanding the verdict with respect to Plaintiff's claims arising under the ICRA; and (2) Plaintiff's constitutional claim failed as a matter of law. View "Godfrey v. State" on Justia Law

The Supreme Court reversed the judgment of the district court concluding that Employer discriminated against Employee by firing him when he sought a reasonable accommodation for a disability, holding that Defendants were entitled to judgment as a matter of law on each of Employee's disability discrimination claims except his claims for failure to accommodate and retaliation based on his request for a sign language interpreter.Employee, who had a preexisting hearing impairment, continued to work while rehabilitating from a workplace injury, and Employer assisted the rehabilitation by providing light-duty work. When a disagreement arose as to whether Employee was entitled to a specific work restriction, Employee was fired. A jury awarded Employee damages after finding that Employer discriminated against him when Employee sought a reasonable accommodation for a disability. The Supreme Court reversed, holding (1) to the extent Plaintiff's disability claims were based on the workplace injury, Plaintiff's failure to identify a job he could perform apart from the temporary light-duty work defeated his claims; and (2) Employer was entitled to a new trial on Employee's disability claims stemming from his request for a sign language interpreter. View "Rumsey v. Woodgrain Millwork, Inc." on Justia Law

Daza worked as a geologist for INDOT from 1993 until the agency fired him in 2015. In 2017, he sued, citing 42 U.S.C. 1981 and 1983, the First and Fourteenth Amendments, the Age Discrimination in Employment Act, 29 U.S.C. 621, and the Americans with Disabilities Act, 42 U.S.C. 12101. He alleged that INDOT and its officials had discriminated against him based on race, color, age, and political speech and had retaliated against complaints he made regarding the alleged discrimination.Days after the district court granted INDOT summary judgment in 2018, Daza filed a second action, again alleging discrimination and retaliation based on race, color, age, and political speech, contending that INDOT’s failure to rehire him for the vacancy left after INDOT dismissed him was an independent act of discrimination and retaliation because INDOT filled his position with a young and inexperienced white man. In the first suit, Daza had expressly contended that INDOT’s failure to rehire him and its decision to hire an unqualified replacement proved that INDOT was attempting to cover up its discrimination and retaliation. The Seventh Circuit again affirmed summary judgment in favor of INDOT. Claim preclusion barred the second case. View "Daza v. Indiana" on Justia Law

The Eighth Circuit affirmed the district court's grant of summary judgment in favor of Walmart in an action brought by plaintiff, alleging age discrimination under the Iowa Civil Rights Act (ICRA). The court assumed that plaintiff met his prima facie burden under the McDonnell Douglas standard, but concluded that Walmart offered a legitimate, non-discriminatory reason for terminating his employment, the violation of the Hazardous Materials Endorsement policy while on a Third Written (a policy meaning he could be fired if disciplined again). The court also concluded that plaintiff's evidence was insufficient to allow a reasonable juror to find that Walmart's proffered reason for firing him was pretextual. View "Gardner v. Wal-Mart Stores, Inc." on Justia Law

The Fifth Circuit affirmed the district court's grant of summary judgment in favor of Microsoft on plaintiff's claims under the Americans with Disabilities Act (ADA) for failure to accommodate, discrimination, and creation of a hostile work environment. Plaintiff's claims stemmed from his efforts to obtain accommodations for his Autism Spectrum Disorder while employed as an account technology strategist and an Enterprise Architect (EA) at Microsoft.In regard to plaintiff's claim for failure to accommodate, the court concluded that plaintiff's requests for individuals to assist him with translating verbal information into written materials, recording meeting notes, and performing administrative tasks were unreasonable because they would exempt him from performing essential functions. Consequently, plaintiff is not a qualified person under the ADA. Furthermore, there is no genuine dispute of material fact that plaintiff's performance as an EA at this point was deficient and thus there was no genuine dispute of material fact that he could have performed EA essential functions without all of his requested accommodations. The court also concluded that, even if plaintiff were a qualified person under the ADA, he also fails to create a genuine issue of material fact as to whether Microsoft failed to negotiate in a good-faith manner. The court explained that, because Microsoft had the "ultimate discretion to choose between effective accommodations," it was justified in placing plaintiff on job reassignment over his objections. In this case, the record demonstrates that plaintiff, not Microsoft, was responsible for the breakdown of the interactive process seeking reasonable accommodation in refusing to indicate interest in any vacant position.In regard to plaintiff's discrimination claim, the court concluded that plaintiff cannot establish a prima facie discrimination claim for the same reason his failure-to-accommodate claim fails—he is not a qualified individual under the ADA. Even if he were qualified, plaintiff was not subject to an adverse employment decision. Finally, in regard to plaintiff's hostile-work-environment claim, the court concluded that none of the evidence plaintiff relies on indicates that he was subject to harassment pervasive or severe enough to alter the conditions of his employment. Furthermore, plaintiff's placement on job reassignment is not evidence of a hostile work environment. View "Thompson v. Microsoft Corp." on Justia Law

Plaintiff filed suit against her former employer, Alfa, alleging disability discrimination in violation of the Americans with Disabilities Act (ADA). Plaintiff contends that, although Alfa claims she was terminated because of automation of some of her job responsibilities, she was actually terminated because of the high costs to Alfa in treating her multiple sclerosis (MS).The Eleventh Circuit reversed the district court's grant of summary judgment in favor of Alfa, concluding that plaintiff was denied full discovery. In this case, Alfa did not demonstrate a burden or abuse of process sufficient to justify such limitations on discovery, and especially in light of the relevant nature of the information sought by plaintiff. Therefore, the district court committed a clear error of judgment by denying plaintiff the opportunity to depose the then-Executive Vice President of Human Resources. View "Akridge v. Alfa Mutual Insurance Co." on Justia Law