In Barnes v. City of Charlack, a federal district court in Missouri dismissed two police officer’s claims that they were retaliated against for speaking out against the police chief. The district court ruled that the officer’s had spoken in their capacity as public employees rather than private citizens and had no First Amendment claims.
In Jones v. City of Heflin, a former Alabama police lieutenant sued the City of Heflin following his termination. The lieutenant argued he was terminated in retaliation for refusing to report an extra-marital affair to the husband of a female officer who had sued the department for gender discrimination. The district court found this reason was enough for the lieutenant to move forward with his claim and denied the City summary judgment.
In Raiford v. Maryland Department of Juvenile Services, a Maryland District Court dismissed a former Resident Advisor Trainee’s failure-to-accommodate and constructive discharge claims under the Americans with Disabilities Act (ADA). In his complaint, the resident adviser claimed that he was constructively discharged and his employer failed to accommodate him after he suffered a knee injury that prevented him from physically restraining detainees. The District Court found that detainee supervision and physical restraint were essential job functions, there was no vacant position available, his requested accommodation of permanent light-duty work was not reasonable, and he did not show that the Department forced him to resign.
In Fraternal Order of Police, Lodge 1, et al. v. City of Camden, et al., a New Jersey District Court dismissed several officers’ claims that they had been retaliated against, and one officer’s claim that his FMLA rights had been denied by the City. In their complaint, the officers claimed that several defendants had retaliated against them or interfered with their FMLA rights after they spoke out against a “directed patrol” policy. The District Court dismissed all of their claims because the officers failed to show that their poor performance under the policy was not the primary reason for their transfers. The Court also found that there was no evidence that the defendants denied one of the officers his rights under the FMLA or harmed him.
In Allen v. Baltimore County, a Maryland District Court allowed a corrections officer to continue with his claim for disability discrimination under the ADA against his employer. In his complaint, the officer claimed that his employer had caused him to sign a demotion agreement and terminated him because he suffered from an inflammatory disease. The District Court found that the officer could have performed his job if his employer had accommodated his disability, such as by allowing him time to take his medication or giving him light duty.
In Bailey v. City of Englewood, a Colorado District Court dismissed the claims of a former firefighter/paramedic that he had been wrongfully discharged and that the City had failed to accommodate his disability. In his complaint, the firefighter/paramedic claimed that his rights under the Americans with Disabilities Act (ADA) had been violated because he was fired following back surgery. The City argued that his depression, which occurred after his surgery, caused him to be a direct threat to those he served and unable to perform his essential job functions. The District Court agreed with the City, and dismissed the firefighter/paramedic’s case.
In, Lynch v. Ackley, the Second Circuit found that a police chief was entitled to summary judgment dismissing a police officer’s claim that he was retaliated against for exercising his First Amendment rights. The Court also found that the police chief’s own retaliatory statements were an exercise of her First Amendment right to defend herself.
In Young v. Town of Bar Harbor, a District Court found that a former police chief was able to bring a claim against the Town of Bar Harbor for violating his claims under the Americans with Disabilities Act and FMLA. In his complaint, the police chief alleged that he had been wrongfully discharged after disclosing his alcoholism, which was perceived as a disability, and that the Town had failed to reasonably accommodate him and violated his FMLA rights. The District Court found that the police chief had a valid claim for wrongful discharge due to a perceived disability and interference with his FMLA rights, but dismissed his other claims.
In Lane v. Clark County, a U.S. Court of Appeals affirmed a Nevada District Court’s dismissal of a former juvenile detention center cook’s claim that he had been discriminated against in violation of the Americans with Disabilities Act. In his complaint, the cook claimed that he had been terminated due to his anxiety in violation of the ADA. The district court found that the anxiety prevented him from performing the essential functions of his job, and the Court of Appeals agreed. Therefore, his claim for violation of the ADA was dismissed.
In Gera v. County of Schuylkill, the U. S. District Court of Pennsylvania rejected a pro se former corrections officer’s ADA disability and retaliation claims, granting summary judgment to Schuylkill County because the officer failed to show that he was a qualified individual within the meaning of the ADA, failed to show retaliation, and his disability benefits claim precluded his ADA claim.
