Justia Civil Rights Opinion Summaries

Bennett worked at the Metro Government Emergency Communications Center (ECC) for 16 years. On November 9, 2016, Bennett, a white woman, responded to someone else's comment on her public-facing Facebook profile, using some of the commenter’s words: “Thank god we have more America loving rednecks. Red spread across all America. Even niggaz and latinos voted for trump too!” Bennett identified herself as an employee of Metro, the police department, and ECC in her Facebook profile. A constituent reposted part of Bennett’s statement and commented: If your skin is too dark your call may have just been placed on the back burner. Several employees and an outsider complained to ECC leadership. Bennett failed to show remorse. ECC officials determined that Bennett violated three Civil Service Rules and, after paid administrative leave and a due process hearing, fired her.Bennett sued Metro for First Amendment retaliation. The Sixth Circuit reversed a judgment in favor of Bennett, finding that the district court improperly analyzed the “Pickering” factors. The record indicated that the harmony of the office was disrupted; the court erred in discounting the importance of harmonious relationships at ECC. It is possible that inaction on ECC’s part could have been seen as an endorsement of the speech and impaired future discipline of similar derogatory statements. It is also possible that a damaged relationship with her colleagues could affect the quality and quantity of Bennett's work. Bennett’s comment detracted from ECC's mission. View "Bennett v. Metropolitan Government of Nashville and Davidson County" on Justia Law

Pfizer’s Human Resources Department sent an e-mail to Pfizer employees at their corporate e-mail addresses announcing Pfizer’s five-page Mutual Arbitration and Class Waiver Agreement (Agreement) and included a link to that document. The e-mail also included a included a link to a document that listed “Frequently Asked Questions,” including “Do I have to agree to this?” to which the response indicated, “The Arbitration Agreement is a condition of continued employment with the Company. If you begin or continue working for the Company sixty (60) days after receipt of this Agreement, it will be a contractual agreement that binds both you and the Company.” The “FAQs” document also encouraged any employee who had “legal questions” about the Agreement “to speak to [his or her] own attorney.” Pfize terminated Amy Skuse's employment in August 2017, and Skuse filed a complaint alleging that Pfizer and the individual defendants violated the Law Against Discrimination by terminating her employment because of her religious objection to being vaccinated for yellow fever. Defendants moved to dismiss the complaint and to compel arbitration. Skuse opposed the motion, contending that she was not bound by Pfizer’s Agreement, arguing that she was asked only to acknowledge the Agreement, not to assent to it, and that she never agreed to arbitrate her claims. The trial court dismissed Skuse’s complaint and directed her to proceed to arbitration in accordance with the Agreement. The Appellate Division reversed, identifying three aspects of Pfizer’s communications to Skuse as grounds for its decision: Pfizer’s use of e-mails to disseminate the Agreement to employees already inundated with e-mails; its use of a “training module” or a training “activity” to explain the Agreement; and its instruction that Skuse click her computer screen to “acknowledge” her obligation to assent to the Agreement in the event that she remained employed for sixty days, not to “agree” to the Agreement. The New Jersey Supreme Court reversed, finding the Agreement was valid and binding, and held the trial court was correct in enforcing it. View "Skuse v. Pfizer, Inc." on Justia Law

This appeal involved a challenge to the City of Newark’s authority to create by ordinance a civilian oversight board to provide a greater role for civilian participation in the review of police internal investigations and in the resolution of civilian complaints. The Fraternal Order of Police, Newark Lodge No. 12 (FOP) filed a complaint claiming that the Ordinance was unlawful. Based on the record and arguments presented on cross-motions for summary judgment, the trial court held the Ordinance invalid and enjoined its operation in virtually all respects. The court left intact, however, the Ordinance’s grant of authority to the Civilian Complaint Review Board (CCRB) to conduct general oversight functions, including aiding in the development of a disciplinary matrix for use by the police force. The Appellate Division invalidated the Ordinance’s required treatment of the CCRB’s investigatory findings, determining that the binding nature of the CCRB’s findings, absent clear error, impermissibly “makes the CCRB’s factual findings paramount to the findings of the IA department.” The New Jersey Supreme Court modified the Appellate Division's judgment, concluding: (1) state law permitted the creation by ordinance of this civilian board with its overall beneficial oversight purpose; (2) the board’s powers must comply with current legislative enactments unless the Legislature refines the law to specifically authorize certain functions that Newark intends to confer on its review board; (3) board can investigate citizen complaints alleging police misconduct, and those investigations may result in recommendations to the Public Safety Director for the pursuit of discipline against a police officer; (4) the board cannot exercise its investigatory powers when a concurrent investigation is conducted by the Newark Police Department’s Internal Affairs (IA) unit; and (5) where there is no existing IA investigation, the review board may conduct investigations in its own right. In addition, the review board could conduct its oversight function by reviewing the overall operation of the police force, including the performance of its IA function in its totality or its pattern of conduct, and provide the called-for periodic reports to the officials and entities as prescribed by municipal ordinance. View "Fraternal Order of Police, Newark Lodge No. 12 v. City of Newark" on Justia Law

Delsa Brooke Sanderson brought three claims against her employer, Wyoming Highway Patrol (“WHP”), under Title VII of the Civil Rights Act of 1964. Two of those claims were brought before the Tenth Circuit Court of Appeals for review: retaliation and hostile work environment based on sex. WHP moved for summary judgment on all claims. In ruling on WHP’s motion, the district court dismissed Sanderson’s retaliation claim without prejudice because Sanderson had failed to exhaust her administrative remedies. The district court then granted WHP’s motion for summary judgment on Sanderson’s hostile work environment claim, concluding that Sanderson had not carried her burden of showing discrimination that was “sufficiently severe or pervasive.” Further, the court affirmed a magistrate's decision excluding Sanderson's designated expert witness, finding the witness' testimony was neither reliable nor relevant. Sanderson appealed both of those rulings, and the district court's order excluding her expert witness. After review, the Tenth Circuit affirmed dismissal of the retaliation claim and the order excluding Sanderson's designated expert witness. The Court reversed summary judgment as to the hostile work environment claim, and remanded for further proceedings. View "Sanderson v. Wyoming Highway Patrol" on Justia Law

The Supreme Court affirmed in part and reversed in part the judgment of the court of appeals reversing the trial court's grant of summary judgment in favor of Louisville & Jefferson County Metropolitan Sewer District (MSD) on Mark Hill's claims under the Whistleblower Act, Ky. Rev. Stat. 61.101 et seq., and the Kentucky Civil Rights Act (KCRA), Ky. Rev. Stat. 344.010 et seq., holding that Hill's KCRA claims were correctly dismissed but that MSD was not subject to the Whistleblower Act.With respect to Hill's Whistleblower claim, the trial court found that MSD was not to be considered an "employer" under the Whistleblower Act. The court also found that Hill failed to present any affirmative evidence in support of his KCRA claims. The court of appeals affirmed the trial court as to Hill's KCRA claims but reversed as to Hill's Whistleblower claim. The Supreme Court reversed as to the Whistleblower claim, holding that MSD was not an "employer" for purposes of the Whistleblower Act. View "Louisville & Jefferson County Metropolitan Sewer District" on Justia Law

In 2014, a $30,880 judgment covering backpay and pre-judgment interest was entered against Oakridge Nursing & Rehabilitation Center, LLC, for its age and disability discrimination against a former employee, in violation of the Illinois Human Rights Act, 775 ILCS 5/1-101. Oakridge Rehab had already gone out of business and transferred the assets and operation of its nursing home facility to Oakridge Healthcare Center, LLC in 2012. Unable to enforce the judgment against Oakridge Rehab, the state instituted proceedings to enforce the judgment against Oakridge Healthcare.The Illinois Supreme Court ruled in favor of Oakridge Healthcare, declining to adopt the federal successor liability doctrine in cases arising under the Human Rights Act. The court noted four limited exceptions to the general rule of nonliability for corporate successors and declined to apply the fraudulent purpose exception, which exists “where the transaction is for the fraudulent purpose of escaping liability for the seller’s obligations.” The court stated that it is within the legislature’s power to abrogate the common-law rule of successor nonliability or otherwise alter its standards through appropriately targeted legislation for employment discrimination cases. View "Department of Human Rights v. Oakridge Healthcare Center, LLC" on Justia Law

The Second Circuit affirmed the district court's dismissal of plaintiffs' Title VII disparate impact class action against their would-be employer. Plaintiffs, African-American men who were hired at a technology services provider before their offers of employment were revoked because of past criminal convictions, cited national statistics showing that African Americans are arrested and incarcerated at higher rates than whites relative to their share of the national population.The court held that plaintiffs have set forth no allegations plausibly suggesting that the company's hiring policy has a disparate impact on African Americans within the relevant hiring pool. The court stated that, while national statistics may be used to advance a disparate impact claim if there is reason to believe that the general population is representative of the qualified applicant pool subject to the challenged policy, plaintiffs' complaint suggests that the jobs they applied for required substantial educational and technical credentials, and plaintiffs have provided no basis on which to presume that their proffered statistics are representative of the applicant pool in question. View "Mandala v. NTT Data, Inc." on Justia Law

Plaintiff Kimberly Aubrey worked for the Weld County, Colorado, Clerk and Recorder’s office. She became unable to work for a time due to posterior reversible encephalopathy syndrome (“PRES”), a rare condition characterized by fluctuating blood pressure that causes swelling in the brain, coma and sometimes death. Eventually Aubrey’s PRES resolved and she began to recover. The County allowed her to take several months off but eventually terminated her employment. By that time, Aubrey contended, she recovered sufficiently to be able to return to her job, with reasonable accommodation for her disability. Aubrey sued the County under the Americans with Disabilities Act (“ADA”), and several related statutes. The district court granted the County summary judgment on all claims. The Tenth Circuit reversed in part, finding Aubrey presented sufficient evidence that a jury could have found the County failed to engage in the collaborative interactive process that the ADA called for between an employer and an employee in order to determine whether there was a reasonable accommodation that would have permitted Aubrey to perform the essential functions of her job. In light of that evidence, Aubrey’s failure-to-accommodate and disability discrimination claims were sufficient to survive summary judgment. Summary judgment for the County was affirmed on Aubrey’s retaliation claims because she failed to present sufficient evidence for a reasonable jury to find that the County terminated her employment in retaliation for her asking for an accommodation. View "Aubrey v. Koppes" on Justia Law

The Ninth Circuit affirmed the district court's dismissal of a putative class action brought pursuant to 42 U.S.C. 1983 alleging that deduction of union dues from plaintiffs' paychecks violated the First Amendment. The Supreme Court’s decision in Janus v. American Federation of State, County, and Municipal Employees, Council 31, 138 S. Ct. 2448 (2018), held that compelling nonmembers to subsidize union speech is offensive to the First Amendment.The panel held that plaintiffs' claims against the union fails under section 1983 for lack of state action, a threshold requirement. The panel also held that plaintiffs' First Amendment claim for prospective relief against Washington state also fails because employees affirmatively consented to deduction of union dues. The panel stated that Janus did not extend a First Amendment right to avoid paying union dues, and in no way created a new First Amendment waiver requirement for union members before dues are deducted pursuant to a voluntary agreement. The panel further held that neither state law nor the collective bargaining agreement compels involuntary dues deduction and neither violates the First Amendment. Therefore, in the face of their voluntary agreement to pay union dues and in the absence of any legitimate claim of compulsion, the district court appropriately dismissed the First Amendment claim against Washington. View "Belgau v. Inslee" on Justia Law

Plaintiff, a former medical school professor at the University of North Texas Health Science Center, filed suit against various professors and school administrators under 42 U.S.C. 1983, alleging that they violated his Fourteenth Amendment procedural due process rights. Defendants voted to recommend firing plaintiff after conducting a hearing to address a student's sexual harassment claim against him.The Fifth Circuit reversed the district court's denial of qualified immunity and rendered judgment in favor of defendants, holding that plaintiff's deprivations of due process were not clearly established constitutional rights. In this case, the court found no merit in plaintiff's claim that one of the defendants was not impartial because the defendant knew the accuser in a university proceeding, and concluded that this was not enough to establish a due process claim of bias. The court also held that, although the Committee should have heard the accuser's testimony, it was not clearly established at the time that, in university disciplinary hearings where the outcome depends on credibility, the Due Process Clause demands the opportunity to confront witnesses or some reasonable alternative. Therefore, the district court erred in denying defendants' motion for summary judgment. View "Walsh v. Hodge" on Justia Law