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M.D. Fla.·
2022-04-29
Willie Edom, an African American deputy sheriff, sued the Hillsborough County Sheriff's Office for racial discrimination in violation of 42 U.S.C. § 1981 and the Fourteenth Amendment's Equal Protection Clause, claiming that he was terminated based on race after being investigated
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M.D. Fla.·
2022-04-22
Two Black female federal employees challenged the Department of Veterans Affairs' adverse employment actions, including removal of supervisory duties, performance appraisals, reprimands, and termination, claiming retaliation and race discrimination under Title VII of the Civil Ri
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M.D. Fla.·
2022-01-27
The court denied the plaintiff's motion for reconsideration because he failed to present new evidence or demonstrate manifest error of law or fact, instead merely rearguing points previously rejected.
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M.D. Fla.·
2022-01-10
The court granted summary judgment for the defendant, finding no genuine dispute of material fact regarding the plaintiff's claims of FMLA interference, FMLA retaliation, and disability discrimination.
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M.D. Fla.·
2021-12-20
Manuel Chavous sued the City of Saint Petersburg for wrongful termination, claiming violations of the Family and Medical Leave Act and the Florida Workers' Compensation Act following discipline and termination. The court granted summary judgment for the City, finding that Chavous
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S.D. Fla.·
2021-12-03
Summary judgment is granted for the defendant on all claims because the plaintiff failed to present sufficient evidence to create a genuine dispute of material fact regarding his claims of disability discrimination, racial discrimination, and retaliation.
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S.D. Fla.·
2021-11-15
The court granted summary judgment in part, finding no genuine dispute of material fact regarding plaintiff's FMLA and ADA claims.
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M.D. Fla.·
2021-10-01
The court held that the plaintiff failed to establish a prima facie case for discrimination based on race or national origin, and also failed to show retaliation or a hostile work environment.
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M.D. Fla.·
2021-08-11
The court held that the plaintiff's amended complaint was a shotgun pleading and failed to state plausible claims for relief on most counts, granting the motion to dismiss.
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S.D. Fla.·
2021-06-04
Summary judgment is granted for the defendant on all counts because the plaintiff failed to present sufficient evidence to support her claims and faced procedural defects like time-bar and failure to exhaust administrative remedies.
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M.D. Fla.·
2021-03-01
Summary judgment is granted for the employer on hostile work environment and gender discrimination claims because the alleged harassment was not severe or pervasive, and the plaintiff failed to identify similarly situated comparators for the discrimination claim. Summary judgment
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M.D. Fla.·
2021-02-10
The court held that genuine issues of material fact exist regarding disability and race discrimination claims, precluding summary judgment, but granted summary judgment on gender discrimination claims not related to pregnancy.
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M.D. Fla.·
2021-01-29
The court held that genuine issues of material fact exist regarding whether the defendants' proffered nondiscriminatory reasons for the plaintiff's termination were pretextual, thus denying the motion for summary judgment.
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M.D. Fla.·
2020-12-08
The court held that genuine issues of material fact precluded summary judgment on the plaintiff's Fair Labor Standards Act claim regarding the City's rounding policy and his ADA/FCRA disability discrimination and retaliation claims.
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M.D. Fla.·
2020-08-11
The court held that the plaintiff failed to establish a prima facie case of FMLA retaliation because the employer contemplated the adverse employment action before the plaintiff engaged in protected activity, and temporal proximity alone was insufficient to show causation.
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M.D. Fla.·
2020-07-14
The court held that the plaintiff presented sufficient evidence to create a jury question regarding whether the defendant's stated reason for termination was a pretext for racial discrimination and retaliation, thus denying the defendant's motion for summary judgment.
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M.D. Fla.·
2020-06-25
Brenda Alvarez, a senior financial analyst in her sixties, sued Lakeland Area Mass Transit District for gender and age discrimination, constructive discharge, retaliation, and FMLA violations after she was discharged in December 2017 for job abandonment when she failed to provide
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M.D. Fla.·
2020-05-26
The court held that failure to accommodate is not a basis for a retaliation claim, and allegations of discomfort from surgery questions and a 'Trump tie' are insufficient for gender discrimination. However, claims for disparate treatment and hostile work environment based on disa
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S.D. Fla.·
2020-04-09
Elizabeth Marquardt, former Vice President and Chief Financial Officer of Ocean Reef Community Association, alleged gender discrimination, retaliation, hostile work environment, constructive discharge, and Equal Pay Act violations against her employer and former President David R
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M.D. Fla.·
2020-03-10
Kimberly Perry sued Walmart for sexual discrimination, harassment, and retaliation based on her alleged experiences with unwanted sexual conduct from truck drivers and supervisory comments during her employment at a distribution facility from 2009 to 2018. The court granted Walma
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M.D. Fla.·
2020-03-03
The court held that the plaintiff failed to establish a prima facie case of race or gender discrimination and did not show that the employer's legitimate, non-discriminatory reasons for the adverse employment action were pretextual.
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S.D. Fla.·
2019-10-11
The court held that the plaintiff failed to state a claim for disparate treatment or disparate impact under Title VII because her allegations were conclusory and lacked specific factual support.
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M.D. Fla.·
2019-09-17
The court held that the plaintiff failed to establish a prima facie case of age discrimination under the ADEA because he did not show that his age was the 'but-for' cause of his layoff or that the defendants' reason was pretextual.
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Fla. 5th DCA·
2018-01-15
Summary judgment was properly granted on the gender discrimination claim because the plaintiff failed to demonstrate pretext, but the trial court erred in granting final summary judgment on all claims, including the retaliation claim, which was not addressed by any pending motion
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Del. Super. Ct.·
2016-08-19
The Delaware Superior Court granted summary judgment for the defendant on all counts. The court found that the defendant was not subject to the Delaware Handicapped Persons Employment Protections Act (DHPEPA) at the time of the alleged discrimination due to the employee threshold
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Del. Super. Ct.·
2016-06-24
The court denied the plaintiff's motion for summary judgment on his breach of contract claims under the collective bargaining agreement, finding disputed issues of material fact regarding the interpretation of "professional responsibilities" and whether the charges against him we
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136 So. 3d 761·
Fla. 5th DCA·
2014-04-17
The court held that summary judgment was improperly granted because disputed issues of material fact exist regarding whether the employer's stated non-discriminatory reasons for termination were pretextual.
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1990 WL 136586·
S.D. Fla.·
2013-03-28
The court held that plaintiffs failed to establish a prima facie case for racial or religious discrimination due to a lack of similarly situated comparators, and also failed to show pretext in the employer's legitimate, non-discriminatory reasons for their termination.
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649 F. App'x 107·
S.D. Fla.·
2012-03-05
Summary judgment is granted because the plaintiff failed to establish a prima facie case for race or age discrimination and did not present evidence of a conspiracy to obstruct justice.
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794 F. Supp. 2d 1265·
M.D. Fla.·
2011-06-06
The court held that the plaintiff's claims for harassment and hostile work environment were properly dismissed, but genuine issues of material fact precluded summary judgment on claims of discrimination and failure to accommodate.
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607 F. Supp. 2d 1297·
N.D. Fla.·
2009-03-31
Summary judgment was granted for defendants on claims under 42 U.S.C. §§ 1981, 1982, 1985, and the Fair Housing Act, as plaintiffs failed to prove intentional discrimination or disparate impact.
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574 F. Supp. 2d 1301·
S.D. Fla.·
2008-08-21
Summary judgment is granted for the defendant because the plaintiff failed to establish a prima facie case for discrimination and retaliation, and even if she had, the defendant provided legitimate, non-discriminatory reasons for her termination.
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510 F. Supp. 2d 855·
M.D. Fla.·
2007-04-26
The court held that the plaintiff failed to establish a prima facie case of racial discrimination for failure to promote because he could not demonstrate he was qualified for the position or that similarly situated individuals outside his protected class received promotions.
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508 F. Supp. 2d 1088·
N.D. Fla.·
2007-03-30
The court held that the plaintiff failed to establish a prima facie case of race discrimination because he did not identify a similarly situated employee who was treated more favorably, and therefore summary judgment for the defendant was granted.
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509 F. Supp. 2d 1125·
N.D. Fla.·
2007-03-07
The court held that the plaintiff failed to establish a prima facie case for race discrimination and retaliation, and therefore summary judgment for the defendant was appropriate.
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510 F. Supp. 2d 671·
N.D. Fla.·
2007-02-13
The court held that the plaintiff failed to establish direct evidence of race discrimination related to his termination and that while he established a prima facie case for disparate treatment based on circumstantial evidence, the employer articulated a legitimate, nondiscriminat
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413 F. Supp. 2d 1289·
M.D. Fla.·
2005-09-13
The court held that a lateral transfer to a less desirable position, without a decrease in pay or grade, does not constitute an adverse employment action under the ADEA. Furthermore, the plaintiff failed to establish constructive discharge as the conditions were not intolerable.
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390 F. Supp. 2d 1208·
M.D. Fla.·
2005-06-30
Summary judgment for the County is granted because the plaintiff failed to establish a prima facie case of racial discrimination and did not show pretext, and her marital status discrimination claim is barred by statutory interpretation.
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140 F. Supp. 2d 1304·
M.D. Fla.·
2001-04-24
The court held that genuine issues of material fact precluded summary judgment on the duty of fair representation and civil rights claims against the Teamsters and Local 79, but granted summary judgment for Local 79 on Title VII and Florida Civil Rights Act claims.
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43 F. Supp. 2d 1317·
M.D. Fla.·
1998-12-30
The court held that the plaintiff failed to establish a prima facie case for sex discrimination and sexual harassment, and also failed to show pretext for retaliation.
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N.D. Fla.·
1998-09-30
The court held that while the Department considered race as a motivating factor in promotion decisions, violating Title VII and § 1983, the plaintiff would not have been promoted even without discrimination, thus barring her § 1983 claim but allowing limited Title VII relief.
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856 F. Supp. 1561·
S.D. Fla.·
1994-06-22
The court granted defendants' motion for judgment as a matter of law, finding the plaintiff failed to establish a prima facie case and did not prove age discrimination.
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977 F.2d 161·
5th Cir.·
1992-10-29
The court held that a jury instruction stating statistics alone may establish age discrimination was not reversible error on these facts, as the jury considered all evidence and the instruction was abstractly correct.
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945 F.2d 976·
7th Cir.·
1991-10-09
The court affirmed the district court's decisions, finding no error in the grant of summary judgment for the employer on the retaliation claims.
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687 F. Supp. 1538·
S.D. Fla.·
1988-05-31
The court held that the plaintiff failed to prove that the defendants denied her a promotion on account of her sex, as required for a Title VII disparate treatment claim.
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689 F. Supp. 1082·
M.D. Fla.·
1988-03-01
The court held that the plaintiff failed to establish a prima facie case for failure to hire and failure to train, and that the defendant rebutted the presumption of discrimination for constructive discharge.