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11th Cir.·
2025-09-24
Emily Vincent, an athletic trainer employed by ATI Holdings LLC and assigned to a high school, sued ATI for sex discrimination and retaliation under Title VII after being removed from her position and reassigned to lower-paying schools. The Eleventh Circuit affirmed summary judgm
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M.D. Fla.·
2025-09-11
Summary judgment is granted for the defendant because the plaintiff failed to establish a prima facie case for his discrimination and retaliation claims, and did not present evidence to rebut the defendant's legitimate, non-discriminatory reasons for termination.
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M.D. Fla.·
2025-07-14
The court held that the plaintiff failed to present sufficient evidence to create a genuine issue of material fact regarding pretext for his termination, entitling the defendant to summary judgment.
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S.D. Fla.·
2025-07-14
The court held that the plaintiff adequately alleged race and national origin discrimination under Title VII, but claims under 42 U.S.C. § 1981 were dismissed due to Eleventh Amendment immunity, and leave to amend was denied.
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M.D. Fla.·
2025-06-13
Summary judgment is granted for the defendant because the plaintiff failed to establish a prima facie case of race or age discrimination and did not provide sufficient evidence that her race or age tainted the decision not to promote her.
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M.D. Fla.·
2025-05-30
Stacy Frank sued Building Industry Consulting Service International for gender discrimination and harassment based on her gender nonconformity and sexual orientation under Title VII and Florida law. The court granted summary judgment for the employer, holding that Frank failed to
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S.D. Fla.·
2025-05-16
The court recommended granting dismissal for the hostile work environment and § 1983 claims, but denying dismissal for the unlawful discharge claims under the FCRA.
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M.D. Fla.·
2025-05-13
Summary judgment is granted for the defendant because the plaintiff failed to establish a prima facie case for race discrimination, age discrimination, or retaliation, and the plaintiff's motion for leave to file an untimely dispositive motion was denied.
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S.D. Fla.·
2025-05-07
The court held that the plaintiff failed to state a claim for national origin discrimination but did state a plausible claim for retaliation.
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M.D. Fla.·
2025-03-28
Erica Anderson, formerly a city clerk in Haines City, Florida, alleged that she was retaliated against and defamed by her employer and Defendant Anne Huffman, a city commissioner, after filing a grievance against Huffman and taking FMLA leave. The court denied summary judgment mo
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N.D. Fla.·
2025-03-24
The court held that the plaintiff failed to present sufficient evidence to survive summary judgment on her claims of discrimination and retaliation, as she did not demonstrate pretext or a convincing mosaic of evidence.
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S.D. Fla.·
2025-03-21
The court held that Plaintiff's race and national origin discrimination claims survive dismissal, but her retaliation and hostile work environment claims are dismissed for failure to state a claim.
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M.D. Fla.·
2025-01-29
The court held that the plaintiff failed to establish any adverse employment actions, viable comparators, or evidence of discrimination, entitling the defendant to summary judgment on all claims.
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S.D. Fla.·
2024-11-21
The court held that the plaintiff's disparate treatment claim under 42 U.S.C. § 1981 was sufficiently pleaded to survive a motion to dismiss, but the hostile work environment and retaliation claims were deemed abandoned due to the plaintiff's failure to respond to the defendant's
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M.D. Fla.·
2024-10-22
Ebony Kelley, a Black customer service agent, sued Allegiant Air for racial discrimination and retaliation under 42 U.S.C. § 1981, claiming she was terminated in retaliation for reporting racial discrimination by a white coworker, while similarly situated non-Black employees were
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S.D. Fla.·
2024-08-27
The court recommended granting the defendant's motion for attorney's fees, finding the plaintiff's claims frivolous.
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S.D. Fla.·
2024-08-05
The court granted summary judgment for the defendants, finding that only the plaintiff's termination was a timely actionable claim and that he failed to establish claims for race discrimination, national origin discrimination, or retaliation.
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S.D. Fla.·
2024-07-26
The court held that a federal employee's Title VII claims can proceed if a protected characteristic played any part in an adverse employment decision, and that a denied request for a supervisor change, unlike a reprimand, can constitute an adverse action sufficient to survive sum
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S.D. Fla.·
2024-07-23
The court granted in part and denied in part the motion to dismiss, allowing claims for sex discrimination and retaliation to proceed, but dismissing the hostile work environment claim for failure to plead objective severity.
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S.D. Fla.·
2024-07-01
The court held that the plaintiff failed to state a claim for race, color, and disability discrimination because he did not sufficiently allege he was qualified for the positions or that adverse actions were taken due to discriminatory reasons.
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M.D. Fla.·
2024-06-01
Summary judgment is granted for the defendant because the plaintiff failed to establish a prima facie case for racial discrimination based on failure to promote and did not present sufficient evidence for a retaliation claim.
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M.D. Fla.·
2024-05-30
The court granted summary judgment for the defendant, finding no genuine issue of material fact regarding the plaintiff's claims of sex discrimination, Title VII retaliation, and FMLA retaliation.
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S.D. Fla.·
2024-05-29
Tyrone White, a Black police officer over age 40, sued Miami-Dade County and its former Police Director J.D. Patterson for race discrimination, age discrimination, hostile work environment, and retaliation arising from his demotion, termination, and failures to promote. The court
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M.D. Fla.·
2024-03-20
McKinley Marcus, an African American truck driver, brought employment discrimination and retaliation claims against his employer Titan after being terminated in October 2019, alleging he was discriminated against based on race following incidents involving a rope he viewed as a n
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S.D. Fla.·
2024-02-26
The court held that plaintiff sufficiently alleged claims for race discrimination, sex discrimination, retaliation, and disability discrimination, but dismissed the constructive termination claim for failure to exhaust administrative remedies.
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S.D. Fla.·
2024-02-06
A plaintiff need not plead facts sufficient to establish a prima facie case under McDonnell Douglas to survive a motion to dismiss for claims under 42 U.S.C. § 1981.
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M.D. Fla.·
2024-02-01
The court held that the plaintiff failed to establish a prima facie case of gender discrimination under the Equal Pay Act for the period before January 2020, and for the period after January 2020, the defendant established legitimate, non-discriminatory reasons for the pay differ
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S.D. Fla.·
2024-01-04
The court held that the plaintiff failed to state a claim for retaliation under the Florida Whistleblower's Act, race-based discrimination under Title VII, or retaliation under Title VII, granting the defendant's motion to dismiss.
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M.D. Fla.·
2024-01-03
Travis Houston, a Black employee who worked at SEIDS from 1993 until December 2019 and then at RTG from December 2019 until September 2020, sued both employers for race, color, and national origin discrimination; hostile work environment; and retaliation claims under the Florida
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M.D. Fla.·
2023-12-06
The court granted summary judgment for the defendant, finding no genuine dispute of material fact regarding the plaintiff's claims of age discrimination, disability discrimination, and worker's compensation retaliation.
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M.D. Fla.·
2023-11-17
The court held that the amended complaint sufficiently stated claims for discrimination and retaliation under 42 U.S.C. § 1981, and that the Supreme Court's decision in Comcast did not alter the notice pleading standard for such claims.
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S.D. Fla.·
2023-11-13
An IRS employee with multiple disabilities sued for disability discrimination and retaliation under the Rehabilitation Act, claiming the agency failed to provide reasonable accommodations when it required telework during COVID-19 closures and later disciplined him for refusing to
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S.D. Fla.·
2023-10-30
The court held that the plaintiff failed to allege sufficient facts to support claims of age discrimination, gender discrimination, or retaliation under the Florida Civil Rights Act, warranting dismissal.
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11th Cir.·
2023-10-27
The Eleventh Circuit held that a former employee failed to present substantial evidence of retaliation to survive summary judgment, as the intervening discovery of her misconduct severed any inference of causation from temporal proximity to her complaints.
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M.D. Fla.·
2023-10-16
The court held that the plaintiff's employment discrimination claims were timely filed and sufficiently pleaded to survive a motion to dismiss.
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S.D. Fla.·
2023-10-02
The court held that the plaintiff failed to plead sufficient facts to support claims of discrimination, as she did not adequately identify similarly situated comparators or present a convincing mosaic of circumstantial evidence.
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S.D. Fla.·
2023-07-24
The court held that the plaintiff failed to plead sufficient facts to plausibly suggest intentional discrimination based on race or age, and therefore granted the defendant's motion to dismiss.
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S.D. Fla.·
2023-07-12
A plaintiff is not required to plead the elements of a prima facie case to survive a motion to dismiss for failure to state a claim under Title VII.
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M.D. Fla.·
2023-06-20
The court held that the plaintiff could not establish a causal connection between her protected activity and her alleged suspension, but genuine issues of material fact existed regarding the non-renewal of her employment contract, precluding summary judgment on that claim.
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S.D. Fla.·
2023-03-23
The court held that the plaintiff failed to establish a prima facie case for disparate treatment and that the defendant was entitled to summary judgment on all claims.
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S.D. Fla.·
2023-02-28
Mary Small sued the City of Hollywood for hostile work environment discrimination and retaliation based on allegations of race-based comments made by coworkers and supervisors during her employment. The district court granted summary judgment for the City on all claims, finding t
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M.D. Fla.·
2023-01-04
Amy Feige sued Novitas Solutions for FMLA interference and retaliation, alleging the company required her to work while on medical leave and terminated her in retaliation for exercising her FMLA rights. The court granted Novitas's motion for summary judgment on both claims, findi
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M.D. Fla.·
2022-11-30
The court held that the FMLA does not entitle employees to take leave prior to the birth of their child solely for the purpose of being present at the birth, and that the plaintiff's termination was for violating the attendance policy, not for FMLA retaliation.
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M.D. Fla.·
2022-10-18
A sheriff's office unlawfully interfered with an employee's Family and Medical Leave Act (FMLA) rights by failing to provide adequate notice of its intent to deny reinstatement after the employee took leave, as required by 29 C.F.R. § 825.219(b). The court found that while the of
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M.D. Fla.·
2022-10-04
The court granted summary judgment for the defendant on claims of race and gender discrimination and retaliation under the Florida Civil Rights Act, finding the plaintiff failed to establish a prima facie case or present sufficient evidence of pretext or a convincing mosaic of di
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M.D. Fla.·
2022-09-26
Sandra Curet, a Black and Hispanic Ulta hair stylist, filed suit against Ulta Salon alleging retaliation and race discrimination after being terminated in 2019 following a September 18 incident in which she slammed her hands on a table during a disciplinary meeting. The court gra
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M.D. Fla.·
2022-09-20
The court held that the City of Cape Coral was entitled to summary judgment on the plaintiff's FMLA interference and retaliation claims, as the plaintiff failed to demonstrate genuine disputes of material fact regarding adverse employment actions or causal connections to his FMLA
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S.D. Fla.·
2022-05-31
The court held that the plaintiff failed to exhaust administrative remedies for most claims due to untimeliness and failed to plead sufficient facts to establish a prima facie case of discrimination for the remaining claims.
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S.D. Fla.·
2022-05-31
The court held that genuine issues of material fact exist regarding the plaintiff's claims of quid pro quo harassment, hostile housing environment, retaliation, and interference under the Fair Housing Act, precluding summary judgment.
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S.D. Fla.·
2022-05-26
The court held that the plaintiffs' allegations sufficiently stated claims for retaliation, disparate treatment, and retaliatory hostile work environment, and that individual defendants could be held liable under § 1981.