An employee who alleged she was forced to quit her job after her complaints about an office affair were ignored could not sue for retaliation under Title VII, the 2nd U.S. Circuit Court of Appeals has ruled in affirming a dismissal.
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.
An Illinois police officer claimed he lost his job because he complained that his department had a bad habit of looking the other way when politically-connected drivers were caught committing traffic violations.
Monday, a federal appeals court decided that the officer could sue for a violation of his First Amendment rights.
A technology company didn’t engage in illegal retaliation when it fired an executive a short time after he refused to sign Sarbanes-Oxley Act disclosure forms, the 2nd U.S. Circuit Court of Appeals has ruled.
A nurse who was fired for insubordination after refusing to carry out an order she felt she could not handle while recovering from a serious injury could sue her employer for retaliation under the Americans with Disabilities Act, the 1st U.S. Circuit Court of Appeals has ruled.
A Kentucky court has decided that a retaliatory discharge lawsuit was fatally flawed due to evidence that the employer was contemplating firing the plaintiff before she ever complained of sex discrimination.
An age discrimination plaintiff presented sufficient evidence of outrageous conduct by his former employer to support a jury’s award of $500,000 in punitive damages, the 8th U.S. Circuit Court of Appeals has ruled in affirming judgment.
Workplace discrimination charges went down slightly in fiscal year 2012, according to year-end data released by the Equal Employment Opportunity Commission.
Does Title VII’s retaliation provision require a plaintiff to prove but-for causation, or only that the employer had a mixed motive?
The U.S. Supreme Court will decide whether Title VII’s retaliation provision requires a plaintiff to prove but-for causation, or only that the employer had a mixed motive.