Justia Civil Rights Opinion Summaries

The Supreme Court affirmed the order of the trial court dismissing this complaint brought under the Kentucky Civil Rights Act (KCRA), Kentucky Revised Statutes Chapter 344, holding that the KCRA does not bar an employe from discharging an employee because of the disability of an individual with whom the employee associates.After Employer terminated Employee's employment for lack of work Employee sued, alleging that his firing violated the KCRA. Specifically, Employee claimed that Employer discriminated against him for his association with his wife, who suffered from cystic fibrosis. The trial court dismissed the suit for failure to state a claim. The court of appeals affirmed, holding that the text of the KCRA does not support a cause of action for discrimination based on an employee's association with a disabled individual. The Supreme Court affirmed, holding that Employee failed to state a claim supported under Kentucky law. View "Barnett v. Central Kentucky Hauling, LLC" on Justia Law

Igasaki, a gay, Japanese-American, suffers from gout. From 1994 until his 2015 termination at age 62, Igasaki was an IDFPR staff attorney. In 2011, Forester gave Igasaki a good performance review; in 2012, Forester rated Igasaki poorly, providing specific examples of deficient performance. In 2013, IDFPR placed Igasaki on a corrective action plan. He subsequently received three reprimands. Igasaki made limited progress on seven of 12 plan requirements. The plan listed: failure to meet 50 deadlines; sleeping while at work; problems finding files; and lack of preparation for administrative proceedings. In 2014, the Igasaki was suspended for incompetence. Igasaki’s corrective action plan was again renewed. Igasaki received another suspension for insubordination. In Igasaki’s 2014 review, Forester rated him as needing improvement in all categories. In 2015, Forester noted that he had not progressed on six of the 12 requirements; for the first time, Igasaki formally requested accommodation for his gout. IDFPR granted Igasaki an ergonomic keyboard and authorization for an administrative assistant; Igasaki’s request for flexible deadlines, not supported by a doctor’s note, was denied. IDFPR terminated him weeks later.After filing charges with the Illinois Department of Human Rights and the EEOC, Igasaki sued. The Seventh Circuit affirmed summary judgment in favor of IDFPR, rejecting claims of race discrimination, sex discrimination, and retaliation (Title VII, 42 U.S.C. 2000e-2), age discrimination (Age Discrimination in Employment Act, 29 U.S.C. 623), and disability discrimination (Americans with Disabilities Act, 42 U.S.C. 12112). View "Igasaki v. Illinois Department of Financial and Professional Regulation" on Justia Law

Schwamberger, a former deputy director of the Marion County Board of Elections sued the Board and its former director, Meyer, asserting, under 42 U.S.C. 1983, that the defendants’ actions constituted First Amendment retaliation, violation of the Fourteenth Amendment’s Due Process Clause, and violation of the Equal Protection Clause. Each Ohio County Board of Elections must have four members divided equally between the two major parties. The deputy director (Schwamberger) and the director (Meyer) are always members of opposite political parties, R.C. 3501.091, and deputy directors serve at the pleasure of their county boards. Schwamberger was terminated for impermissibly commenting on the election process, and therefore on policy and political issues related to her deputy-director position, after attempting to complain about errors in the 2018 election to the Board.The Sixth Circuit affirmed the dismissal of Schwamberger’s suit. Schwamberger’s speech proximately caused her termination but that speech implicated policy concerns; she was a policymaking employee, so her speech was unprotected. Schwamberger has not demonstrated a property interest in her position. Under Ohio law, she was an at-will employee who served at the pleasure of the Board. Even if the Board did act “arbitrarily” regarding her discharge, its actions do not create a constitutional claim. View "Schwamberger v. Marion County Board of Elections" on Justia Law

Plaintiff appealed the district court's adverse grant of summary judgment on her claims against the County, her former employer, alleging that it retaliated against her for participating in protected activity in violation of Title VII and the Minnesota Whistleblower Act (MWA).The Eighth Circuit affirmed the district court's dismissal of the Title VII suspension-based claim, concluding that plaintiff failed to establish a prima facie case of retaliation. In this case, plaintiff failed to show that she engaged in statutorily protected activity because she did not communicate or report any sexual harassment before her suspension. In regard to the termination-based claim, the court applied the burden-shifting McDonnell Douglas framework and concluded that, assuming plaintiff made a prima facie case, the County articulated several legitimate, non-retaliatory reasons for her discharge. Furthermore, plaintiff has not shown that the County's reasons are sufficiently intertwined or fishy that rebutting only some of the reasons discredits them all. Therefore, the court affirmed the district court's dismissal of the termination-based claim under Title VII. However, given the relatively novel questions of state law, the court dismissed the MWA claims without prejudice so that they can be taken up by the Minnesota state courts. View "Kempf v. Hennepin County" on Justia Law

The First Circuit affirmed the judgment of the district court granting summary judgment in favor of Employer and dismissing Employee's claims for retaliation in violation of the Family and Medical Leave Act (FMLA), 29 U.S.C. 2612, and disability discrimination in violation of the Americans with Disabilities Act (ADA), 42 U.S.C. 12101-12213, and the Rhode Island Fair Employment Practices Act, R.I. Gen. Laws 28-5-7, holding that the district court did not err.Employee took leave from Employer under the FMLA to undergo preventive surgery and then took a second leave for a related surgery that same year. The following year, Employer eliminated Employee's position. As an alternative to termination, Employer offered Employee a newly created, lower level position with a lower salary. Employee declined the position, and Employer terminated her employment. Plaintiff then brought this action. The district court granted summary judgment in favor of Employer. The First Circuit affirmed, holding that summary judgment was properly granted. View "O'Rourke v. Tiffany & Co." on Justia Law

The Court of Appeals affirmed the dismissal of Plaintiff's claims that sought to hold Michael Bloomberg vicariously liable for Nicholas Ferris's offending conduct, holding that Bloomberg was not an "employer" within the meaning of the New York City Human Rights Law (City HRL).Plaintiff brought this action against her employer Bloomberg L.P., her supervisor Ferris, and Michael Bloomberg, bringing several claims arising from her alleged discrimination, sexual harassment, and sexual abuse. At issue was whether Bloomberg, in addition to Bloomberg L.P., could be held vicariously liable based on his status as owner and officer of the company. Supreme Court denied Bloomberg's motion to dismiss. The Appellate Division reversed and dismissed the causes of action against Bloomberg. The Court of Appeals affirmed, holding that Plaintiff failed to allege that Bloomberg was her employer for purposes of liability under the City HRL. View "Doe v. Bloomberg, L.P." on Justia Law

Plaintiff filed suit in state court against Amber Pharmacy and others, alleging claims of discrimination, retaliation, demotion and a hostile work environment. After removal to federal court, the district court granted summary judgment in favor of defendants on all but a portion of plaintiff's Nebraska Fair Employment Practice Act (NFEPA) claim.In regard to plaintiff's claim of age discrimination in violation of the Age Discrimination in Employment Act of 1967 (ADEA), the Eighth Circuit assumed that plaintiff established a prima facie case, but that defendants articulated a legitimate, nondiscriminatory reason for eliminating plaintiff's position and demoting her: the need to restructure the financial department to put a stronger emphasis on accounting and more effectively implement the new operating system. The court concluded that plaintiff's evidence was insufficient and did not satisfy her burden of showing age was a motivating factor in defendants' decision to restructure. The court also concluded that defendants are entitled to summary judgment on plaintiff's federal claims under Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) and the Employee Retirement Income Security Act (ERISA).Given the similarities between the federal and state ADEA claim, the court concluded that it was appropriate for the district court to exercise supplemental jurisdiction and grant summary judgment on the Nebraska ADEA claim. Because plaintiff's claim for intentional infliction of emotional distress was neither novel nor complex, the exercise of supplemental jurisdiction would not offend principles of comity and fairness. The court concluded that the district court erred in splitting plaintiff's claim that her employer retaliated against her for reporting Medicaid and HIPPA issues and for filing charges with the Nebraska Equal Opportunity Commission. The court vacated the district court's order on the NFEPA claim with instructions to remand the claim in its entirety to state court so that Nebraska courts may resolve the novel questions of state law. View "Starkey v. Amber Enterprises, Inc." on Justia Law

The Supreme Court affirmed in part and reversed in part the decision of the district court upholding a hearing officer's conclusion that Montana State University-North (MSU-N) retaliated against Dr. Randy Bachmeier for reporting and pursuing a claim of sexual harassment against his supervisor, holding that the district court erred in reinstating the hearing officer's first decision as the final agency decision in this matter.The hearing officer's original order concluded that Bachmeier failed to demonstrate that his supervisor sexually harassed him but that MSU-N retaliated against Bachmeier. The HRC rejected the hearing officer's conclusion that Bachmeier was discriminated against, upheld the hearing officer's retaliation conclusion, and remanded the case. The hearing officer issued a second decision concluding that Bachmeier had been sexually harassed. The Montana Human Rights Commission (HRC) then issued a final agency decision reducing the damages award for sexual harassment but leaving untouched the retaliation award. The district court voided the hearing officer's second decision and remanded with instructions to reinstate the hearing officer's first decision as the final agency decision. The Supreme Court reversed in part, holding that the district court (1) abused its discretion by concluding that the HRC did not have the authority to modify the hearing officer's first decision; and (2) correctly upheld the hearing officer's retaliation conclusion. View "Montana State University-Northern v. Bachmeier" on Justia Law

On September 28, 2018, Cheli, a computer system administrative assistant for the District, since 2014, was taken into a meeting with about 25 minutes’ notice. The District’s superintendent and Director of Computer Services terminated Cheli because a female student had alleged that Cheli had sexually harassed her three weeks prior. Cheli denied the allegations. The Board retroactively memorialized Cheli’s termination on October 9, 2018. Cheli never received notice of the Board meeting and did not receive written notice of the charges or the evidence against him but received a notice of termination via certified mail stating that “[t]he basis or grounds for discharge include incompetence.” That notice informed Cheli that he could request the written report. The District did not provide the report upon Cheli’s request.A collective bargaining agreement governed Cheli’s employment and provides for discipline for reasonable cause. An employee is entitled to a conference, attended by a representative of his choice, and a written explanation for the discipline. The District’s Policy Manual, however, contains a provision titled “Employment At-Will.”Cheli sued under 42 U.S.C. 1983, alleging the defendants violated his procedural due process rights. The Seventh Circuit reversed the dismissal of the suit. The collective bargaining agreement established that Cheli could not be terminated except “for reasonable cause,” which created a protected property interest for which he was entitled to due process View "Cheli v. Taylorville Community School District" on Justia Law

The Fifth Circuit affirmed the district court's dismissal of plaintiff's claims against the University as barred by sovereign immunity. Plaintiff's action involved employment discrimination and retaliation claims, and he sought compensatory damages, punitive damages, and attorney's fees. The court held that Texas A&M is an agency of the State of Texas, so a suit against the former is a suit against the latter. Furthermore, neither of the two exceptions to sovereign immunity apply in these circumstances. In this case, Congress did not abrogate the State's sovereign immunity, and the State did not knowingly and plainly waive its sovereign immunity and consent to suit. View "Sullivan v. Texas A&M University System" on Justia Law