A Chrysler employee failed to produce sufficient evidence of malice or recklessness to justify a substantial award of punitive damages in a Title VII hostile environment case, the 7th U.S. Circuit Court of Appeals has ruled.

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A superior’s use of a racial epithet on one occasion constituted compelling evidence that a federal employee experienced a hostile work environment, the U.S. Court of Appeals for the D.C. Circuit has ruled in reversing a summary judgment.

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An employee who sued for mixed-motive retaliation was not entitled to an award under a Title VII fee- and cost-shifting provision, the 5th U.S. Circuit Court of Appeals has ruled in affirming judgment.

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An attorney’s race discrimination suit against law firm Quinn Emanuel Urquhart & Sullivan has been dismissed on summary judgment by the U.S. District Court for the Southern District of New York.

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A civil rights plaintiff could not circumvent §1983’s two-year statute of limitations by suing for race discrimination under §1981, the 6th Circuit has ruled in affirming a dismissal.

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A Title VII retaliation suit could not proceed because the plaintiff failed to exhaust her administrative remedies, the 8th Circuit has ruled in affirming a dismissal.

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A Title VII plaintiff could impute the racial animus of a supervisor to the decision maker who imposed discipline against him for horseplay at work, the 6th Circuit has ruled in reversing a summary judgment.

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Asian-American police officers who claimed they were passed over for promotions because of their race could not recover damages under a pattern-or-practice disparate treatment theory of liability, the 2nd Circuit has ruled in reversing judgment.

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The city of Springfield, Ill. and three city police officers are in the process of settling a race discrimination lawsuit filed by the three in 2004, according to federal court records.

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The 11th Circuit on Monday recognized that the appearance of less-obvious symbols of racism in the workplace may be enough to sustain a Title VII hostile environment claim.  

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