Mcdonnell Douglas Framework

199 Florida cases classified under this topic · sorted by citation count · see the citation graph · browse and sort

• ST. Louis v. Fla. Int'l Univ.
  60 So. 3d 455· Fla. 3d DCA· 2011-03-30 ·cited 11×
  Sean St. Louis, a Black employee at Florida International University, was terminated when his department was reorganized following a federal audit. He sued for racial discrimination and retaliation but failed to establish prima facie cases for either claim. The appellate court re
• Chambers v. Walt Disney World Co.
  132 F. Supp. 2d 1356· M.D. Fla.· 2001-03-06 ·cited 11×
  The court held that the plaintiff failed to establish a prima facie case for disparate treatment and retaliation, and thus summary judgment for the defendant was granted.
• Brooks v. Ashtabula Cnty. Welf. Dep't
  717 F.2d 263· 6th Cir.· 1983-09-01 ·cited 10×
  The court held that the district court erred in misapplying the Burdine standard by impermissibly shifting the burden of persuasion to the defendants and in presuming discrimination from unwritten policies. The court also found a factual error regarding wage disparity.
• Davis v. Miami-Dade Cnty.
  2024 WL 4051215· S.D. Fla.· 2025-08-14 ·cited 9×
  Summary judgment is granted for the defendant on federal discrimination claims because the plaintiff failed to present sufficient evidence to create a genuine issue of material fact regarding pretext, and state law claims are dismissed without prejudice.
• Reynolds v. Int'l Bus. Machs. Corp.
  320 F. Supp. 2d 1290· M.D. Fla.· 2004-05-26 ·cited 9×
  The court held that the plaintiff failed to establish a prima facie case for his ERISA claim because his own testimony indicated the meeting where he was placed on a Performance Improvement Plan was scheduled before he inquired about medical leave, thus breaking the causal link.
• Mont-Ros v. City of W. Miami
  111 F. Supp. 2d 1338· S.D. Fla.· 2000-07-11 ·cited 9×
  The court held that the plaintiff failed to establish a prima facie case under the ADA because he did not demonstrate that his sleep apnea substantially limited a major life activity, specifically the ability to work.
• Perfetti v. The First Nat'l Bank OF Chicago
  950 F.2d 449· 7th Cir.· 1991-12-06 ·cited 8×
  The court held that there was insufficient evidence to support the jury's finding that the Bank's proffered reasons for not rehiring the plaintiff were pretextual, and therefore the jury verdict was not supported by substantial evidence.
• Schafer v. Bd. OF Pub. Educ. OF THE Sch. Dist. OF Pittsburgh
  903 F.2d 243· 3d Cir.· 1990-05-17 ·cited 8×
  The court held that a collective bargaining agreement provision granting childrearing leave only to female employees violates Title VII, and that the union may be sued even if not named in the initial EEOC charge if it had notice and shared interests with the named party.
• Sennello v. Reserve Life Ins.
  667 F. Supp. 1498· S.D. Fla.· 1987-08-24 ·cited 8×
  The court held that the plaintiff's demotion and termination were the result of gender-based discrimination, violating Title VII.
• Penk v. Or. State Bd. OF Higher Educ.
  816 F.2d 458· 9th Cir.· 1987-04-29 ·cited 8×
  The court held that the trial court did not err in its findings of fact, allocation of burdens of proof, or in denying a fair trial, affirming the dismissal of most claims.
• Hall v. Marion Cnty. Bd. of Cnty. Comm'rs
  236 So. 3d 1147· Fla. 5th DCA· 2018-01-19 ·cited 7×
  Shari Hall appeals summary judgment dismissing her gender discrimination and retaliation claims against Marion County for not selecting her as Fire Rescue Chief. The court affirmed summary judgment on the gender discrimination claim but reversed and remanded on the retaliation cl
• Quick v. Tripp, Scott, Conklin & Smith, P.A.
  43 F. Supp. 2d 1357· S.D. Fla.· 1999-03-16 ·cited 7×
  The court held that the plaintiff failed to establish a prima facie case of disability discrimination under the ADA and therefore summary judgment for the defendant was appropriate.
• King v. Auto
  21 F. Supp. 2d 1370· N.D. Fla.· 1998-03-28 ·cited 7×
  The court held that genuine issues of material fact exist regarding hostile environment sexual harassment and disparate treatment in promotion, thus denying summary judgment on these claims.
• Equal Emp. Opportunity Comm'n v. Bev. Canners, Inc.
  897 F.2d 1067· 11th Cir.· 1990-04-02 ·cited 7×
  The court held that the absence of a recall policy does not shield an employer from Title VII liability for discriminatory hiring decisions, and that pervasive racial hostility in the workplace constitutes direct evidence of discrimination.
• Pugh v. Heinrich
  695 F. Supp. 533· M.D. Fla.· 1988-09-12 ·cited 7×
  Summary judgment is appropriate where the plaintiff fails to establish a prima facie case of discrimination or fails to show pretext after the employer provides a legitimate, non-discriminatory reason for the action.
• Rosado v. Sec'y, U.S. Dep't of the Navy
  127 F.4th 858· 11th Cir.· 2025-02-04 ·cited 6×
  A Navy civilian employee challenged summary judgment against him on claims of race, national origin, and age discrimination in five denied promotions, as well as retaliation claims under Title VII and the Age Discrimination in Employment Act. The Eleventh Circuit affirmed summary
• City OF W. Palm Beach v. McCRAY
  91 So. 3d 165· Fla. 4th DCA· 2012-05-23 ·cited 6×
  In this employment discrimination case, the Fourth District Court of Appeal affirmed a jury verdict finding that the City of West Palm Beach discriminated against and retaliated against African American police officer William McCray, but also affirmed the trial court's order for
• Jones v. Winn-Dixie Stores, Inc.
  75 F. Supp. 2d 1357· S.D. Fla.· 1999-06-30 ·cited 6×
  The court held that the plaintiff failed to establish a prima facie case of race discrimination, hostile work environment, or constructive discharge, and thus summary judgment for the employer was appropriate.
• Beauford v. Sisters OF Mercy-Province OF Detroit, Inc.
  816 F.2d 1104· 6th Cir.· 1987-04-22 ·cited 6×
  The jury's award of damages for race discrimination and punitive intent is supported by the record.
• Nash v. Consol. City of Jacksonville
  895 F. Supp. 1536· M.D. Fla.· 1995-08-04 ·cited 5×
  The court held that the plaintiff established a prima facie case of disparate impact due to the City's history of discrimination, even though statistical evidence alone was insufficient. The court also found that the City failed to meet its burden of proving the challenged practi
• United States Equal Emp. Opportunity Comm'n v. Mallinckrodt, Inc.
  590 F. Supp. 2d 1371· M.D. Fla.· 2008-12-11 ·cited 4×
  Statements made by an influential HR manager, even if not the ultimate decisionmaker and not directly related to the specific promotion, can constitute direct evidence of discrimination if they suggest bias.
• Piquion v. Walgreen
  369 F. Supp. 2d 1339· S.D. Fla.· 2005-04-29 ·cited 4×
  The court held that the plaintiff failed to establish a prima facie case for disparate treatment and hostile work environment under Title VII, and that the employer provided a non-pretextual reason for retaliation.
• Bernstein v. Sephora
  182 F. Supp. 2d 1214· S.D. Fla.· 2002-01-11 ·cited 4×
  The court denied the defendant's motion for judgment as a matter of law, finding sufficient evidence of racial discrimination, but granted the defendant's motion for remittitur of emotional damages.
• Kenworthy v. Conoco, Inc.
  979 F.2d 1462· 10th Cir.· 1992-11-19 ·cited 4×
  The court held that the appeal was timely filed, the jury verdict on the Equal Pay Act claim was supported by substantial evidence, and the district court's findings on Title VII claims were not inconsistent.
• Brown v. Walt Disney World Co.
  805 F. Supp. 1554· M.D. Fla.· 1992-11-03 ·cited 4×
  The court held that while race was a motivating factor in employment decisions, the employer would have made the same termination decision based on performance issues alone.
• Equal Emp. Opportunity Comm'n v. Serv. News Co.
  898 F.2d 958· 4th Cir.· 1990-03-23 ·cited 4×
  The court held that the employer unlawfully discharged an employee due to pregnancy, but erred in calculating back pay and attorney's fees. The medical benefits award was affirmed but subject to premium deduction.
• Wanger v. G.A. Gray Co.
  872 F.2d 142· 6th Cir.· 1989-04-06 ·cited 4×
  A former employee's failure to formally apply for a subsequently advertised position, when the employer publicized the opening and accepted applications, is fatal to an Age Discrimination in Employment Act (ADEA) claim.
• Cynethia L. Johnson v. Great Expressions Dental Ctrs. OF Fla., P.A.
  132 So. 3d 1174· Fla. 3d DCA· 2014-01-08 ·cited 3×
  Johnson appeals a summary judgment in favor of her former employer, Great Expressions Dental Centers, on her Florida Civil Rights Act wrongful termination claim based on alleged racial discrimination. The court affirmed, holding that Johnson failed to establish a prima facie case
• Copley v. Bax Global, Inc.
  80 F. Supp. 2d 1342· S.D. Fla.· 2000-01-26 ·cited 3×
  An at-will employee can bring a claim under 42 U.S.C. § 1981 if state law recognizes at-will employment as a contractual relationship. Statements indicating a desire for a manager of a specific ethnicity, combined with a prompt replacement by someone of that ethnicity, can consti
• McKenzie v. EAP Mgmt. Corp.
  40 F. Supp. 2d 1369· S.D. Fla.· 1999-02-04 ·cited 3×
  Summary judgment was granted for the defendants on federal claims because the plaintiff failed to establish a prima facie case of race or disability discrimination or retaliation, and the court declined supplemental jurisdiction over the state law claims.
• Rice-Lamar v. City of Fort Lauderdale
  54 F. Supp. 2d 1137· S.D. Fla.· 1998-11-25 ·cited 3×
  Summary judgment was granted for the defendants because the plaintiff's speech was not protected by the First Amendment as it impeded the employer's efficiency, and her discrimination claims failed as the employer's actions were based on insubordination, not race or gender.
• Anderson v. United Parcel Serv., Inc.
  506 F. Supp. 2d 1215· S.D. Fla.· 2007-03-14 ·cited 2×
  The court held that the plaintiff failed to establish a prima facie case of race discrimination and that the employer had a legitimate, non-discriminatory reason for termination.
• St. Hilaire v. the Pep Boys-Manny
  73 F. Supp. 2d 1350· S.D. Fla.· 1999-09-02 ·cited 2×
  Summary judgment is granted for claims under Title VII, § 1981, and FCRA because the plaintiff failed to establish a prima facie case or demonstrate pretext. The Whistleblower Act claim is remanded to state court.
• Paldano v. Althin Med., Inc.
  974 F. Supp. 1441· S.D. Fla.· 1996-12-12 ·cited 2×
  The court held that most of the plaintiff's failure to promote claims were time-barred, but denied summary judgment on the discriminatory termination claim due to factual questions regarding pretext.
• Purrington v. Univ. OF Utah
  996 F.2d 1025· 10th Cir.· 1993-06-21 ·cited 2×
  The court held that the plaintiff's hostile work environment claim was time-barred and that the district court did not err in finding no retaliation, as protected activity was not a substantial motivating reason for the hiring decision.
• Fed. Deposit Ins. Corp. for Liberty Bank of Seattle v. Sim Henderson
  940 F.2d 465· 9th Cir.· 1991-07-29 ·cited 2×
  The court held that the plaintiff failed to produce sufficient evidence to create a genuine issue of material fact regarding racial discrimination or arbitrary government action, and thus summary judgment for the defendant was appropriate.
• Lucas v. Dole
  835 F.2d 532· 4th Cir.· 1987-12-23 ·cited 2×
  The court held that the plaintiff presented sufficient evidence to establish a prima facie case of reverse discrimination under Title VII, despite the job not remaining open.
• Castle v. Sangamo Weston, Inc.
  650 F. Supp. 252· M.D. Fla.· 1986-07-17 ·cited 2×
  The court entered judgments for plaintiffs on back pay and liquidated damages, awarded front pay to some plaintiffs, and denied front pay and lost pension benefits to others, while reserving ruling on the defendant's motion for judgment notwithstanding the verdict.
• Lussier v. City of Cape Coral
  2024 WL 234754· M.D. Fla.· 2024-08-06 ·cited 1×
  The court held that the plaintiff failed to establish a prima facie case for associational discrimination under the ADA because her association with disabled individuals was professional rather than personal, and she did not suffer an adverse employment action, specifically const
• Brown v. Sybase, Inc.
  287 F. Supp. 2d 1330· S.D. Fla.· 2003-09-23 ·cited 1×
  The court held that the plaintiff failed to establish a prima facie case of race discrimination because the alleged adverse employment actions, other than termination, did not constitute 'adverse employment actions' under Title VII.
• Henry v. City of Tallahassee
  216 F. Supp. 2d 1299· N.D. Fla.· 2002-06-24 ·cited 1×
  The court granted summary judgment for the defendant, finding that the plaintiff's claims were largely barred by res judicata and that the plaintiff failed to establish a prima facie case of race discrimination or retaliation.
• Russell v. Am. Eagle Airlines, Inc.
  46 F. Supp. 2d 1330· S.D. Fla.· 1999-04-21 ·cited 1×
  Summary judgment is granted for the employer because the plaintiff failed to establish claims for demotion, retaliation, and hostile work environment, either due to untimeliness, lack of evidence of pretext, or failure to utilize internal grievance procedures.
• Mora v. Univ. of Miami
  15 F. Supp. 2d 1324· S.D. Fla.· 1998-07-14 ·cited 1×
  The court held that the plaintiff failed to present direct evidence of discrimination and that the circumstantial evidence did not establish a prima facie case of discriminatory discharge or retaliation.
• Joseph v. Publix Super Mkts., Inc.
  983 F. Supp. 1431· S.D. Fla.· 1997-08-29 ·cited 1×
  The court held that the plaintiff failed to establish a prima facie case for constructive discharge and hostile work environment claims, as she did not resign and the employer could not be held liable under respondeat superior or direct liability theories.
• Stephen v. PGA Sheraton Resort
  669 F. Supp. 1573· S.D. Fla.· 1987-09-11 ·cited 1×
  The court held that the defendant's employee classification and discharge practices violated Title VII (disparate impact), but the plaintiff failed to prove his individual disparate treatment claim.
• Lowe v. City OF Monrovia
  775 F.2d 998· 9th Cir.· 1985-10-30 ·cited 1×
  The court held that an applicant failed to establish a prima facie case of disparate treatment because the city followed its established, facially neutral hiring procedures, and there was no evidence of disparate treatment.
• Colston v. Pingree
  498 F. Supp. 327· N.D. Fla.· 1980-07-15 ·cited 1×
  The court held that the plaintiff failed to establish a prima facie case of disparate treatment or disparate impact under Title VII and that his § 1981 claims were time-barred.
• Harrius Johnson v. Miami-Dade Cnty.
  11th Cir.· 2026-03-19
  Harrius Johnson, an African American police officer, sued Miami-Dade County for racial discrimination and retaliation after his termination. The Eleventh Circuit affirmed summary judgment for the County, holding that Johnson failed to establish a prima facie case of discriminatio
• Seiglie v. City of Doral
  S.D. Fla.· 2026-02-10
  The court held that Plaintiff's Title VII and § 1983 claims fail, but his ADEA claim survives the motion to dismiss.
• Joseph Oliveira, M.D. v. Collins
  M.D. Fla.· 2025-12-12
  The court granted summary judgment for the defendant, finding no genuine dispute of material fact that retaliatory animus played a role in the VA's employment decisions.