Deputy Sheriffs’ Retaliation Suit Claiming They Were Accused of Being Skinheads Dismissed

By Erica Shelley Nelson and Kasey Burton

false-reportsIn Cox v. Onondaga Cnty. Sheriff’s Dep’t, the Second Circuit Court of Appeals upheld the dismissal of retaliation complaints by white Deputy Sheriffs (located in the state of New York).  Even though the Deputies had set forth a prima facie case of retaliation, the Sheriff’s Department was able to demonstrate non-retaliatory reasons for its actions.  The Deputies were unable to rebut the Department’s non-retaliatory explanations with evidence of pretext.

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Federal District Court Denies Township’s Motion to Dismiss Pennsylvania Police Officer’s Employment Discrimination Complaint Following Active Duty with the Military

By Jordan Jones

userra-candidate-word-cloudIn Dubiak v. S. Abington Twp., the Court denied South Abington Township’s Motion to dismiss a police officer’s complaint that he was discriminated against in violation of the Uniformed Services Employment and Reemployment Rights Act (USERRA) when he was not rehired following active duty with the Marine Corps.

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Ninth Circuit Rejects San Francisco County’s BFOQ Defense for Policy Excluding Male Corrections Officers from Supervising Female Inmates

By Erica Shelley Nelson

prison (1)In Anderson v. City & Cnty. of San Francisco, the Ninth Circuit reversed the granting of summary judgment to the San Francisco County on claims of sex discrimination, in its jail staffing policies. The court held that the County was unable to meet its burden in demonstrating that it was entitled to a “bona fide occupational qualification” (BFOQ) defense for a policy that excluded male corrections deputies from supervising female inmates.

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Demotion of North Carolina Female Detention Officer for Violation of Unwritten Policy Forbidding Presence of Opposite Sex While Inmates Shower

By Kasey Burton

Unwritten-Rules-HeaderIn Gethers v. Harrison, the U.S. District Court, Eastern District of North Carolina held that a sheriff’s office did not unlawfully discriminate on the basis of gender when it demoted a female detention officer. The female officer refused to leave the bathroom area while a male inmate was showering. Two other male officers were present, and the inmate was no longer agitated or presenting any sort of threat.  Consequently, the female officer’s presence was determined unnecessary and inappropriate.  During the course of the investigation following the demotion, the Sheriff concluded that Gethers was not truthful and subsequently terminated her on that basis.

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Police Officer with Disciplinary Record Able to Sue for Harassment based on National Origin

By Kasey Burton

discriminating outsiderIn Morshed v County of Lake, the Court held that years of slurs and constant denigration were enough to allow Police Officer Morshed to pursue a national origin harassment claim even though he lost no pay or benefits.

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Firefighter with Only One Good Eye Still May Retain Employment Rights

By Emily Nelson

panning_firetruckAnthony Rorrer, a firefighter for the City of Stow, Ohio, alleged the City violated the Americans with Disabilities Act (ADA) by firing him after he completely lost vision in one eye in a non-work related accident. In Rorrer v. City of Stow, a Federal Court of Appeals reversed a lower court’s grant of Summary Judgment to the City, allowing Rorrer’s ADA claims against the City to proceed.

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Now it’s the City’s “Problem”: Federal Court Finds New Mexico Corrections Officer Can Proceed with Claim that City Failed to Provide a Reasonable Accommodation for Her Depression, Insomnia, and Migraine Headaches

By Emily Nelson

Not my problemRuby Maes, a former corrections officer at the City of Española Detention Facility, sued the City and the Detention Facility’s Director for disability discrimination, alleging that it refused to provide a reasonable accommodation for her disability, responding to her request telling her that her health issues were “your problem.”  The City filed a motion for summary judgment, arguing that Maes’s medical conditions (depression, severe insomnia, and migraines) did not qualify as a “disability” because the inability to sleep does not “substantially limit a major life activity,” under the ADA.  The federal district court of New Mexico disagreed with the City, finding, among other things, that such conditions do qualify as a disability, and allowed Maes to proceed with her discrimination claims. [Read more…]

Massachusetts Paramedic’s USERRA Claims Denied When He Fails to Prove Discrimination, Not Budget Cuts, Was Reason for Termination

By Emily Nelson

LayoffIn Rebello v. City of New Bedford, a federal district court granted summary judgment to the City on a Uniformed Services Employment and Reemployment Rights Act (USERRA) claim, after Paramedic Joseph J. Rebello failed to establish that his reserve service was the proximate cause of his discharge when he was laid off during a city-wide staffing reduction.

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Sergeant’s Inaction Found to be Sufficient to Make Prima Facie Harassment Claims against Him

By Oliver Enquist

two 3d humans look at human with megaphoneIn Ellis v. Houston, the Eighth Circuit Court of Appeals ruled in favor of five African American corrections officers who brought claims against five of their supervisors for race based harassment and retaliation.  The appellate court ruled that the officers’ claims stated a cause of action and reversed a district court ruling that had dismissed all the allegations. [Read more…]

Pennsylvania District Court Finds Chief’s Badmouthing and Sharing of Officer’s Personal Medical Information Does Not Qualify As Unlawful Retaliation for Officer’s Disability Accommodation Request

By Emily Nelson

Case Dismissed 4Plaintiff Leif Henry, a police officer for the City of Allentown, Pennsylvania, filed suit against the City alleging, among other things, disability discrimination and retaliation under the Rehabilitation Act after a superior officer complained about Henry’s request for a medical accommodation, and Henry was then subjected to an internal affairs investigation. The district court dismissed both claims in Henry v. City of Allentown, finding that Henry had not shown that he suffered an “adverse employment action” by his superior officer, Chief Roger MacLean.

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