In Mitchell v. Community Education Centers, Incorporated, a Pennsylvania District Court ruled a former correctional officer was not wrongfully terminated after he wrote Pablo Escobar and Fidel Castro on the prison facilities sign in sheets. Because the officer had been placed on a "last chance agreement" and falsifying prison documents was a terminable offense, the District Court ruled that no reasonable juror could find that he was illegally discriminated against.
In Williams v. Baltimore County, an African American police officer alleged he was retaliated against after he was transferred to a new department. A Maryland district court disagreed, and found that a transfer without evidence of loss of pay, opportunities, or benefits was not an adverse employment action.
In Hensel v. City of Utica, the U.S. District Court for the Northern District of New York ruled that a former police officer’s claim of disability discrimination against the City of Utica could not proceed because he had failed to show that his claimed disabilities impaired his major life activities.
In Walter v. City of St. Peters, a Federal Court Judge in Missouri ruled that a police offer stated sufficiently plausible facts to survive a motion to dismiss his claim that the City, and the individual supervisors within the city, violated his First Amendment rights, when they refused to hire the officer as park ranger, as part of an unofficial policy of retaliating against workers for union activity.
In Legg v. Ulster County, a pregnant corrections officer with a high risk pregnancy was denied light duty by her supervisors. The officer ended up suing the county, alleging she was denied light duty because she was pregnant. The Second Circuit agreed, and found the officer was entitled to take her case before a jury.
In Matter of Andrews v. State, a group of Army Reservists that were also employed by the New York Department of Corrections alleged the Department had the violated Uniformed Services Employment and Reemployment Rights Act after they were denied vacation and sick leave credit during their military absences. A New York court found the officers had failed to offer proof that other employees had received vacation and sick credit while on comparable types of leave and therefore could not continue on with their lawsuit.
In O’Brien v. City of Benton Harbor, two white Michigan police officers alleged they experienced reverse race discrimination after the black city manager terminated them so that he could promote a black employee to police chief. A District Court in Michigan found the officers had direct evidence to support their alleged claim of discrimination because the city manager told officers they were the wrong color to be the chief because they were not black.
In Pipes v. City of Falkville, a former Alabama police officer and chaplain alleged he was the victim of sexual harassment after the Police Chief hit his groin area on two occasions. The U.S. District Court for the Northern District of Alabama disagreed and found there was no evidence this was done because of the officer’s sex. The Court ruled that it was merely horseplay.
In Elmore v. Washington Metro Area Transit Authority, a former District of Columbia female K-9 unit police officer was found to have a triable retaliation claim after she was injured during a dog training exercise. The City argued that every officer was required to participate in the training but the District Court found that because the officer was injured and her supervisor continued to require the officer to participate, the officer could pursue her lawsuit.
In Matthews v. City of Mobile, an African American police dispatcher in Alabama was terminated from her position after failing to update officers responding to a call of the presence of an armed suspect. The dispatcher argued that she was being discriminated against and retaliated against for previously filing EEOC complaints. The U.S. District Court for the Southern District of Alabama disagreed and found the dispatcher had failed to demonstrate she had been treated differently than similarly situated co-workers and dismissed her claims.
