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 Kopf v. Bd. Of County Comm’r of Cnty of Canadian, a female deputy sheriff for Canadian County, Oklahoma was discharged after she violated the department’s smoking policy and made false statements on her employment application. The female officer alleged other male deputy sheriffs had committed these same violations but were not terminated. The female officer filed a gender discrimination claim against the County. The County filed a motion for summary judgment, arguing the reasons for the officer’s termination were legitimate. An Oklahoma District Court disagreed, and found the officer had presented enough evidence to survive the County’s motion and pursue her claim in front of a jury.

In Cheatham v. DeKalb County, a federal district court granted summary judgment on a female fire medic’s claims that she had been discriminated against because men in her unit did not use the toilet properly and the station captain made a comment that “the only reason why a woman is in the fire service is to cook and do clerical work.” The court ruled that the fire medic had not suffered a materially adverse employment action because she was transferred and her transfer was a lateral one and she could not meet the high burden of establishing she was constructively discharged when she quit and got a better paying job.