Topic
Every decision we've filed under Civil Rights - Employment.
The Tenth Circuit affirmed a district court order compelling arbitration and denying a motion to vacate an arbitration award in favor of Dell Technologies. The court also issued a stern warning to the pro se appellant regarding the fabrication of legal citations using generative artificial intelligence.
The First Circuit affirmed summary judgment for an employer, ruling that an employee failed to prove his termination was caused by his request for a disability accommodation. The court held that the chronological sequence of events demonstrated the employer had already decided to terminate the employee before he asserted his protected rights.
The Fifth Circuit vacated the district court's grant of summary judgment on Greg Murphy's due process claims, finding a genuine dispute of material fact regarding his entitlement to premium pay under school district policy. The court affirmed summary judgment on Murphy's First Amendment and Fourth Amendment claims, holding that the record supported the district's legitimate reasons for his termination and arrest.
The Eleventh Circuit affirmed the district court's grant of summary judgment to Florida A&M University on Maritza Reyes's Title VII claims. The court held that Reyes failed to demonstrate excusable neglect for missing deadlines and presented insufficient evidence to prove discrimination, retaliation, or a hostile work environment.
The Fifth Circuit affirmed summary judgment for Lockheed Martin, ruling that an employee's communications regarding policy disagreements did not constitute protected whistleblowing under the NDAA. Even assuming the activity was protected, the court held the employer proved by clear and convincing evidence that the termination was based on repeated insubordination.
The Third Circuit affirmed summary judgment for an employer, ruling that ordinary workplace discipline and transfers do not constitute adverse employment actions under Title VII. The court also found insufficient evidence to support claims of a hostile work environment or retaliation due to a lack of racial nexus and the employer's legitimate reasons for termination.
The Eleventh Circuit vacated a district court order that overturned a jury verdict finding an employer liable for retaliation under 42 U.S.C. § 1981. The appellate court held that the district court erred by failing to view the evidence in the light most favorable to the non-moving party when assessing whether the employee's resignation was voluntary.
The Fourth Circuit affirmed the district court's grant of summary judgment against Tiffany Burnett on her retaliation and Equal Pay Act claims. The court held that Burnett failed to provide evidence beyond conclusory allegations to prove a causal connection between her protected activity and her termination, or that her job duties were substantially similar to those of her comparators.
The Tenth Circuit affirmed the dismissal of an employee's retaliation claims, holding that an employer did not violate Colorado law by terminating an employee who missed work after being cleared to return. The court found the termination was based on the employee's failure to follow notification procedures rather than his prior illness.
The Tenth Circuit affirmed the dismissal of an employee's retaliation claims after he was fired for missing shifts following a COVID-19 diagnosis. The court held that the employer did not violate Colorado law by enforcing its attendance policy when the employee failed to provide required notice of his absence.