Here's a terse reminder that when an employer's supposedly "legitimate, non-discriminatory" reason for an adverse action is utterly contradicted by the undisputed timeline, then summary judgment most likely ought to be denied.
The Second Circuit, in an ADEA hostile work environment and retaliation case, reminds district court judges that they are not to weigh or evaluate credibility of evidence submitted on summary judgment. Among other things, the district court forgot that "[i]t was required to disregard the contrary statements from [defendant's witnesses] that a jury would not be required to believe."
Sex harassment is often conflated with sexual misconduct, yet belittlement of and failure to cooperate with women at work - no less than sexual comments or physical grabbing - violates their rights as well. The First Circuit sends such a case back for trial, also addressing when a non-employer may be liable for retaliation.
A reminder from the Fifth Circuit: a shift transfer can be a materially adverse action for retaliation purposes. "[A] retaliatory shift change that places a substantial burden on the plaintiff, such as significant interference with outside responsibilities or drastically and objectively less desirable hours, can dissuade an employee from reporting discrimination."
The Fourth Circuit cautions employees (and their counsel) that taking actions to support an EEOC charge are not "protected activities" under the "participation" clause of Title VII's anti-retaliation section if they violate state law. Here, the court affirms summary judgment in a case where the employee copied and delivered confidential personnel files to the EEOC, in violation of North Carolina law.
In a contentious 2-1 opinion, the Eighth Circuit holds that a job applicant who requests a religious accommodation - here, not to work Saturdays - is not engaged in a "protected activity" under the opposition clause of Title VII's retaliation provision.
In a short-but-sweet opinion, the Seventh Circuit reverses summary judgment in a Title VII retaliation case, where the district court failed to perceive a genuine dispute of material fact: specifically, when company management first became aware of the plaintiff's alleged violation of work rules. By the plaintiff's account, management knowingly overlooked her alleged breach .... until she complained about sex harassment.
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.