Federal Courts Split on Five Discrimination Cases
Federal Courts Split on Five Discrimination Cases
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Key Points
1
The Michigan case involved a Black interim department chair seeking promotion to the permanent chair position, with claims brought under Title VII, Title VI, and Section 1983.
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The Colorado court applied the McDonnell Douglas burden-shifting framework and concluded the radiation oncologist did not present a genuine dispute that the employer’s stated reasons were pretextual.
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The Workday lawsuit includes applicants alleging discrimination under both the California Fair Employment and Housing Act and the Americans with Disabilities Act; one named applicant cited asthma and cancer survivorship in support of the disability-related allegations.
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The Iowa plaintiff was a female sales operations manager, and the court found that a jury could consider her exclusion from key meetings as evidence supporting her sex- and age-discrimination claims.
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In the Florida case, the court held that Section 1981 claims against a state actor must be pursued through Section 1983; it further found that the paraprofessional had not identified a school-board policy or custom that could support municipal liability.
Federal courts reached split decisions on five employment discrimination cases, with some judges dismissing claims while others allowed them to proceed to trial. Courts in Michigan, Colorado, and Florida sided with employers by granting summary judgment. But judges in Iowa and California rejected company motions to dismiss, letting discrimination lawsuits move forward Bloomberg Law.
When Courts Sided With Employers
Three federal courts ruled against workers claiming discrimination. A Michigan court rejected a Black interim department chair's bid for a permanent promotion role, dismissing claims under Title VII and Section 1983 BGov. A Colorado court found a radiation oncologist failed to prove the employer's stated reasons were fake pretexts for discrimination Bloomberg Law. The court applied the McDonnell Douglas test, which shifts proof burdens between sides.
In Florida, a paraprofessional lost a bid to hold the school board liable for discrimination. The court ruled that Section 1981 claims against state workers must use Section 1983 instead. The judge also found the worker never identified a specific school policy or pattern supporting municipal liability BGov.
Iowa Court Lets Sex and Age Case Proceed
An Iowa federal judge allowed a sex and age discrimination lawsuit against Businessolver.com to move to trial. The case involves a 45-year-old female sales operations manager whose job was eliminated Bloomberg Law. The court found a jury could reasonably view the job cut as pretextual—a false reason hiding real discrimination.
The judge cited key evidence supporting the woman's claims. Her duties were reassigned to younger male workers. She was excluded from key meetings. Pay disparities between her and male colleagues suggested bias Bloomberg Law. These facts gave the case enough merit to reach a jury trial.
AI Hiring Tool Discrimination Claims Survive Dismissal
A California federal court rejected Workday's attempt to dismiss a lawsuit claiming its AI hiring tools discriminate against applicants. The case alleges the software disadvantages people based on race, age, and disability Bloomberg Law. The court found the case had sufficient legal ties to California and raised plausible disability discrimination claims.
Applicants challenging Workday cite violations of California Fair Employment and Housing Act and the federal Americans with Disabilities Act. One named applicant cited asthma and cancer survivorship to support disability allegations Bloomberg Law. The ruling means these claims will proceed toward potential trial or settlement.
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