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Daily Developments in EEO Law Archives

Exby-Stolley v. Bd. of Cnty. Comm'rs, No. 16-1412 (10th Cir. Oct. 11, 2018)

The Tenth Circuit produces a clear circuit split on an issue now poised for Supreme Court review: must a ADA plaintiff challenging an employer's failure to reasonably accommodate a disability prove an adverse employment action? The panel splits two-to-one on this issue, in favor of the employer.

Gogel v. Kia Motors Mfg. of Georgia, Inc., No. 16-16850 (11th Cir. Sept. 24, 2018)

There have been various cases that have addressed whether human-resource professionals may benefit from the anti-retaliation provisions of federal employment law when they are fired for investigating or pursuing an EEO claim, as part of their duties. In this fascinating case, the Eleventh Circuit (dividing 2-1) holds that an HR manager who the company believed "encouraged or even solicited" an employee to sue her employer was protected by Title VII.

EEOC v. Costco Warehouse Corp., No. 17-2432 (7th Cir. Sept. 10, 2018)

Title VII requires that employers exercise due care to prevent sexual harassment of their employees by customers. The EEOC prevailed at trial on just such a claim, winning a $250,000 verdict for a woman shelver who - a jury found - was stalked for over a year by a male customer, while Costco took inadequate measures to protect her. The Seventh Circuit upholds the verdict, and even remands the case back to the district court for award of more back-pay relief.

Hager v. DBG Partners, Inc., No. 17-11147 (5th Cir. Sept. 6, 2018)

The Fifth Circuit becomes the first federal court of appeals to recognize a remedy for a plan's failure to notify a COBRA participant of the termination of a health-care plan under 29 U.S.C. § 1166(a)(4): award of a civil penalty under 29 U.S.C. §§ 1132(a)(1)(A) and 1132(c)(1).

EEOC v. BNSF Ry. Co., No. 16-35457 (9th Cir. Aug. 29, 2018)

May an employer charge a job applicant for the cost of a post-offer medical review, when the employer believes that the applicant has a medical impairment? The Ninth Circuit holds "no" under the ADA, affirming a judgment on behalf of an employee who was asked to pay for his own MRI.

McClellan v. Midwest Machining, Inc., No. 17-1992 (6th Cir. Aug. 16, 2018)

The Supreme Court in Oubre v. Entergy Operations, Inc., 522 U.S. 422 (1998), held that an ADEA plaintiff does not have to tender back (offer to return) consideration paid in settlement of a claim as a condition to challenge that settlement in court. Today, the Sixth Circuit (in a 2-1 decision) extends that ruling to Title VII and Equal Pay Act (EPA) claims.

EEOC v. Dolgencorp, LLC, No. 17-6278 (6th Cir. Aug. 7, 2018)

The Sixth Circuit affirms a jury award in an ADA case of $27,565 in back pay and $250,000 in compensatory damages, awarded to a dollar-store clerk who was fired for grabbing orange juice from the store fridge twice during diabetic episodes. The panel notes, among other things, that the failure to provide a reasonable accommodation can itself be direct evidence of discrimination.

Rivera-Rivera v. Medina & Medina, Inc., No. 17-1191 (1st Cir. Aug. 1, 2018)

Here's a valuable case for employees suffering harassment (and lawyers who bring such cases). The First Circuit reverses summary judgment for age-based and retaliatory hostile work environment, holding that the district court put the plaintiff to an impossible standard of specificity to prove individual incidents of harassment. It also holds that repeated threats of termination can constitute constructive discharge.

Rogers v. Henry Ford Health Sys., No. 17-1998 (6th Cir. July 31, 2018), and Batson v. The Salvation Army, No. 16-11788 (11th Cir. July 31, 2018)

Two opinions this week highlight the power of retaliation claims: in each case, the principal discrimination claim failed on summary judgment, yet the retaliation claim was remanded for trial.

Hostettler v. College of Wooster, No. 17-3406 (6th Cir. July 17, 2018)

The Sixth Circuit holds that full-time, in-office attendance is not a per se "essential function" for purposes of the ADA, and must be established just like any other element of the claim. The court vacates summary judgment and remands a claim brought under the ADA, Title VII, and the FMLA that the employee needed a reduced schedule to accommodate her post-partum depression and separation anxiety.

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