Justia Civil Rights Opinion Summaries

In 2004, the Simstads, developers, began the process of seeking approval from the Lake County Plan Commission for a proposed subdivision, “Deer Ridge South.” In late 2006, the Commission approved the plans. The Simstads believed that approval was delayed, at great cost to them, because of their support in 1996 for commission member Scheub’s opponent in the County Commissioner primary race. They sued Commission members and Lake County, alleging violations of the First and Fourteenth Amendments, the Racketeer Influenced and Corrupt Organizations Act (RICO), and various Indiana laws. A jury ruled in favor of the defendants. The Seventh Circuit affirmed, first noting that a defense of claim preclusion, based on earlier state proceedings, had been waived. The district court did not abuse its discretion in allowing a belated answer to the amended complaint or in allowing the defendants to withdraw their deemed admissions. Rejecting an argument that approval was a ministerial act, the court stated that determination of whether a project meets the ordinances, with or without waivers, involves some degree of discretion. The court noted the absence of evidence of animus. View "Simstad v. Scheub" on Justia Law

Dr. Liu, an Asian woman, began working at Stroger Hospital in 1984. Liu says that, beginning in 2003, her supervisors sent a disproportionate number of her cases to review committees as compared to white male colleagues. In 2004, Liu treated a 19-year-old with appendicitis non-operatively and the patient suffered a heart attack, resulting in a clash between Liu and administration regarding her preference for non-operative treatment. After several incidents involving her refusal to conform to policy and to treat appendicitis surgically, her supervisor suspended Liu’s surgical privileges and limited her to “low complexity” cases. The Peer Review Committee investigated several cases and recommended that the suspension continue until Liu completed counseling, “with the goals of gaining insight into her problems, accepting responsibility.” The Executive Medical Staff concurred. in 2010, Liu was terminated because, during the proceedings, she accessed patient records to try to support her position, violating HIPAA and the Hospital System Privacy Policy. The Seventh Circuit affirmed summary judgment, rejecting Liu’s claims under Title VII, 42 U.S.C. 2000e-2(a) & 2000e-3(a), and 42 U.S.C. 1981. Liu presented only sparse evidence of animus based on her race, sex, and national origin, none of it linked to the challenged decisions, and did not create a genuine dispute of fact as to whether the stated reasons for discipline were honest. View "Liu v. Cook County, Ill." on Justia Law

In 2012, Pierce began working as a Zoetis sales representative. Pierce had several unpleasant encounters with her supervisor, Heuchert, and others. Pierce complained about Heuchert’ to Human Resources, which she alleges, prompted retaliation. Zoetis’ human resources director initiated an investigation, after which all sales representatives were notified that their sales quotas were being adjusted. Pierce alleges that her quotas were adjusted upward more substantially than those of other employees. Pierce also attributes increased difficulty in receiving expense reimbursements to retaliation. In 2013, Pierce took time off for foot surgery. Around that same time, Human Resources informed Pierce that the investigation had concluded and that Heuchert would be disciplined. Pierce returned to work, but was fired three weeks later for failure to meet the increased sales goals. Pierce sued, alleging Indiana state-law claims of wrongful termination and tortious interference with a business relationship. The district court dismissed, citing Indiana’s employment at will doctrine and noting that Pierce failed to follow prerequisites for bringing suit under the Indiana Civil Rights Law. The Seventh Circuit affirmed. Most of the behavior Pierce identified in her complaint was taken within the scope of Heuchert’s duties as Pierce’s manager, and could not form the basis of a tortious interference claim. View "Pierce v. Zoetis, Inc." on Justia Law

Plaintiff filed suit against USPS for employment discrimination based on race and age, in violation of Title VII of the Civil Rights Act of 1963, 42 U.S.C. 2000e-2 and 2000e-3, and the Age Discrimination in Employment Act of 1967 (ADEA), 29 U.S.C. 621 et seq. The district court granted summary judgment in favor of USPS and plaintiff appealed. As a preliminary matter, the court concluded that USPS has waived any timeliness arguments with regard to the denial of the non-competitive transfer at issue. On the merits, the court concluded that plaintiff failed to establish a prima facie case of reverse racial discrimination where another officer's better performance in an interview is unquestionably a legitimate, nondiscriminatory basis to hire one candidate over another. The court also concluded that plaintiff has developed no independent age discrimination argument in either the district court or in this appeal supporting his ADEA claims. Furthermore, plaintiff's retaliation claim fails where, plaintiff failed to present any direct or circumstantial evidence that the filing of the EEO complaint was the cause of his direct supervisor's, Captain Williams, rejection of the doctor’s note. Alternatively, a reasonable jury could not find a causal connection between the filing of plaintiff's informal EEO complaint and the activity of Captain Williams, as plaintiff's proffered pattern does not support a reasonable inference of retaliatory intent. Finally, plaintiff's retaliation claim also fails under the indirect method of proof because plaintiff failed to proffer any employees who are similarly situated for comparison purposes. Accordingly, the court affirmed the judgment. View "Formella v. Brennan" on Justia Law

Plaintiff filed suit against Illinois and the Board after the Board refused to put plaintiff's name on the ballot for a local government election in 2015. The district court dismissed plaintiff's amended complaint. The court concluded that, in this case, all three requirements of claim preclusion are satisfied where the parties in the state and federal actions are the same, and the Circuit Court of Cook County's order dismissing plaintiff's petitions for judicial review are a final judgment on the merits. Nor is there any doubt that the state court was competent to resolve plaintiff's federal claims. Finally, both the state and federal actions are clearly predicated on the same set of operative facts and are therefore the same cause of action under Illinois law; the state court proceedings to which plaintiff voluntarily submitted were constitutionally adequate; and plaintiff had a fair opportunity to appeal the state court's decision. Accordingly, the court affirmed the judgment, concluding that plaintiff had a full and fair opportunity to litigate his claims in state court, and the minimum procedural requirements of the Due Process Clause were met. View "Rose v. Board of Election Commissioner" on Justia Law

After being terminated by Logansport when he was 61-years-old, plaintiff filed suit against the company under the Age Discrimination in Employment Act (ADEA), 29 U.S.C. 621 et seq. The district court granted Logansport's motion for summary judgment. The ADEA defines “employer” as someone who has twenty or more employees for each working day, in each of twenty or more calendar weeks, in the calendar year of (or in the year preceding) the discriminatory act. The court affirmed the district court's judgment, concluding that Logansport was not an "employer" under the ADEA because it did not have twenty or more employees. View "Bridge v. New Holland Logansport, Inc." on Justia Law

Boston worked at U.S. Steel for 18 years before she was laid off in 2008, along with other employees. While on layoff status, Boston remained eligible to bid on posted positions for which she was qualified. Between September 2010 and January 2012, Boston was awarded, worked temporarily at, and was subsequently disqualified from, three different clerical positions at the plant. Boston claimed that the first disqualification was based on her age (61) and a preference for having a man in the job. Boston filed a complaint with the Equal Employment Opportunity Commission, but did not file suit. After two subsequent disqualifications, she filed an EEOC complaint asserting that she was laid off in January 2012 in retaliation for an earlier EEOC discrimination charge she had filed in October 2010. She later filed suit under Title VII and the Age Discrimination and Employment Act ADEA, with a common law claim for intentional infliction of emotional distress. The Seventh Circuit affirmed summary judgment in favor of U.S. Steel. Boston did not present enough evidence to prevail under the direct method, indirect method, or cat’s paw theory. View "Boston v. United States Steel Corp." on Justia Law

Alicea burglarized a Hammond residence; seeing a police vehicle, he fled, cutting through an alley and hiding in an above-ground pool in the backyard of another house. Sergeant Thomas was on canine duty, drove to the location, and released his 72-pound dog, Leo on a 30-foot leash. He announced his presence twice. Leo began barking by the pool. Officers Alvarez, Grisafi, and Fletcher arrived. Alicea was bleeding, looked in pain, and was screaming that a dog had bitten him and he needed medical help. Stories diverge about what happened. Alicea was taken to the squad car, where he was handcuffed. Someone called an ambulance. Alicea admits he may have told police and hospital personnel that he had used cocaine in order to explain why he started running and to gain admission into the hospital’s cardiac ward, where he believed he would receive better treatment. Aliciea sued under 42 U.S.C. 1983 and Indiana Code 34-13-4-1, which governs indemnification of government employees for civil rights violations. The district court granted defendants summary judgment. The Seventh Circuit reversed, finding that the facts taken in the light most favorable to Alicea create a material dispute as to whether each officer’s actions violated clearly established law. View "Alicea v. Thomas" on Justia Law

In 1988, Department of Professional Regulation investigator visited Gekas, a Springfield, Illinois dentist, and expressed concern that Gekas had administered nitrous oxide to a child. He ordered Gekas to provide information on all prescriptions on a continuing basis. Gekas contacted Deputy Governor Riley for assistance. After a meeting, the Department imposed less onerous requirements. In 2002, a Department investigator raided Gekas’ offices, with the assistance of the Federal Drug Enforcement Agency. After failed negotiations, the Department issued a cease and desist order against Gekas for the unlicensed practice of medicine and prescribing controlled substances while not a licensed physician and sought to have his license suspended, on grounds that Gekas had prescribed 4,600 doses of Hydrocodone and Vicoprofen to a patient. Gekas contacted his Senator. In 2008, the cease-and-desist was vacated and the complaint dismissed. Gekas submitted a FOIA request concerning the administrative complaint. The Department responded that no public documents were available. In 2009, Gekas filed suit; it was dismissed by stipulation in 2010. Meanwhile, a Chairman on the Illinois Board of Dentistry issued subpoenas against Gekas, stating that there was reasonable cause to believe that Gekas had violated the Illinois Dental Practice Act. Gekas filed suit, alleging First Amendment retaliation. The district court granted defendants summary judgment, finding no evidence of retaliatory motive. The Seventh Circuit affirmed. View "Gekas v. Vasiliades" on Justia Law

Blake pled guilty to possessing cocaine base with intent to distribute and possessing a firearm as a felon, 18 U.S.C. 922(g); 21 U.S.C. 841(a)(1). Based on his career offender status, he was sentenced to 216 months in prison. Blake did not appeal, but almost a year later filed a motion to vacate, set aside, or correct his sentence under 28 U.S.C. 2255. The district court held an evidentiary hearing on one of Blake’s claims, that he had received ineffective assistance of counsel when his attorney failed to file a requested notice of appeal, then denied Blake’s motion. The Seventh Circuit affirmed, based on a finding that Blake did not ask his attorney to file an appeal. View "Blake v. United States" on Justia Law