(Cal. App., Civil Procedure, Civil Rights, Evidence, Government Law, Labor & Employment Law) In plaintiff's pregnancy discrimination lawsuit against a city for being fired as a city bus-driver, trial court's judgment in favor of plaintiff is reversed and remanded where: 1) instructional error with respect to a mixed-motive defense entitled defendant-city to retrial; and 2) the instructional error did not entitle the city to judgment notwithstanding the verdict because there was substantial evidence to support the jury's verdict for plaintiff.
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Crawford v. City of Los Angeles
Cal. App., Administrative Law, Civil Procedure, Labor Employment Law In an employment termination action, trial court judgment is reversed and remanded where: 1 trial court erred in ruling that two of the counts of the administrative charges were barred by the statute of limitations as the the court made a mathematical error and those charges were not time barred and 2 the charge against plaintiff of alleging a false statement during an investigation is not time barred under the one-year statute of limitations contained in the Public Safety Officers Procedural Bill of Rights Act as the factual scenario differs from that Alameida v. State Personnel Bd.div class"feedflare"
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Lee v. Ks. City S. Railway Co.
(U.S. 5th Cir., Labor & Employment Law) In a Title VII action claiming racially discriminatory termination, summary judgment for Defendant is affirmed in part, where Plaintiff offered only speculative inferences to support his assertion that Defendant knew about Plaintiff's prior EEOC complaints; but reversed in part, where Plaintiff was similarly situated with a white employee who was not terminated.
Hobbs v. City of Chicago
(U.S. 7th Cir., Civil Rights, Labor & Employment Law) In an employment discrimination action, district court judgment is affirmed where: 1) for purposes of plaintiff's race and gender discrimination actions, plaintiff failed to show she was similarly or better qualified than the white male who received the promotions, and failed to show the city's offered non-discriminatory reasons for promoting the other candidate were pretextual; 2) plaintiff's retaliation claim failed as she did not prove that she suffered a materially adverse action taken by the employer, and that there was a causal connection between a materially adverse action and her engagement in statutorily protected activity; and 3) plaintiff's hostile work environment claim fails as the conduct complained of by plaintiff did not rise to the level of being severe or pervasive so as to alter the conditions of the environment and create a hostile and abusive working environment.
