United States District Court for the District of Columbia · 2007-03-05
Case and law context
Role: applied; posture: civil; reverse race discrimination, retaliation and hostile-environment claims by eight police canine officers over a unit-wide reorganization; defendants' renewed motion for summary judgment granted; result: claimant-lost; claim: (a)(1); 2000e-3(a)
Instances and excluded annotation blocks
| Case | Element | Holding and scope | Variant | Exact source quotations |
|---|---|---|---|---|
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Adverse employment action affecting compensation, terms, conditions, privileges, or status | satisfied Counted merits instance applied / merits basis: triable; claim: (a)(1); 2000e-3(a) Tentatively phrased ("hard to say ... is not"); the only prima facie prong plaintiffs clear. | shift-change/permanent-night-shift-to-rotating-shifts-with-lost-differential | Prior to the reorganization, all plaintiffs worked the midnight shift on a permanent basis and received the night differential (4% of the officer’s base pay).Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [11850:12008] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.In addition, plaintiffs argue that they lost overtime opportunities when they were forced to work rotating shifts because they could not routinely testify in court during the day.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [12127:12306] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Moreover, plaintiffs were precluded from maintaining other part-time work and incurred additional expenses for childcare that they did not incur prior to the reorganization.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [12311:12484] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.An employee suffers an adverse employment action if he experiences “materially adverse consequences affecting the terms, conditions, or privileges, of employment or future employment opportunities such that a reasonable trier of fact could find objectively tangible harm.”Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [10619:10891] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Similar to Freedman, it is hard to say that a change from a permanent midnight shift to a rotating shift where one’s schedule changes every month is not a change in the conditions or privileges of employment sufficient to constitute an adverse employment action.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [14663:14925] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Discriminatory causation ("because of" protected trait) | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a) Racial motive for the decision (evidence that officials considered squad racial make-up) is held irrelevant absent a racially differential EFFECT on individuals: "discriminate" is read to require disparate treatment, not just a race-based reason. | differential-treatment/unit-wide-change-applied-to-all-races | On March 6, 2003, Cathy Lanier, Commander of the Special Operations Division, issued a memorandum announcing that the MPD was going to reorganize the Canine Unit so that all canine officers would work five eight-hour shifts per week instead of four ten-hour shifts and would rotate through different shifts instead of being assigned to a permanent day or night shift.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [1653:2020] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.In this case, all officers in the Canine Unit were equally affected by the reorganization in that all officers were required to work rotating shifts regardless of race.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [5887:6055] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.They point to evidence that higher level police officials were concerned about the racial make up of the squads when they decided to undertake the reorganization and that those officials took race into account when realigning the squads.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [16300:16537] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.an employee alleging discrimination based on changed conditions or terms of employment must make some sort of showing that the change affected him in some way different from other employees.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [15389:15579] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.If every single employee in a racially diverse Canine Unit faces the same change in the terms and conditions of his employment after a reorganization, there are no “distinctions or differences in treatment.”Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [15830:16037] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Given that some sort of different treatment is at the heart of a discrimination claim, plaintiffs’ arguments fail.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [16746:16860] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Covered entity: employer, employment agency, or labor organization | satisfied Counted merits instance applied / merits basis: conceded; claim: (a)(1); 2000e-3(a) | public-employer/municipal-police-department | Plaintiffs are eight District of Columbia Metropolitan Police Department officers employed in the Canine Unit of the Special Operations Division.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [517:662] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Employer's legitimate, nondiscriminatory reason (McDonnell Douglas step 2) | not_reached Excluded from merits counts applied / merits claim: (a)(1); 2000e-3(a) MPD's reasons for the reorganization (supervision, workload, bite exposure, seniority spread) are recited as disputed but the court never reaches step 2 on the discrimination claim. | Unspecified variant | No source quotation recorded for this block. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Severe or pervasive hostile or abusive working environment | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a) | severe-or-pervasive/sporadic-anonymous-coworker-graffiti-and-gestures | (1) a drawing placed on Squad 2’s locker that depicts members of the squad as KKK members and has written on the bottom “The Good 01’ Day’s”; (2) the words “KKK,” “Whitey Rules,” or “The Good 01 Boy Squad” written on the chalkboard; (3) receiving Nazi salutes from coworkers; (4) silent treatment by other officers;Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [29091:29406] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Plaintiffs do not allege that any of these incidents were physically threatening, nor do they provide any information about the frequency with which these incidents occurred.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [29994:30168] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.A workplace is hostile for purposes of Title VII only when “the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment.”Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [27252:27529] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Whether considered in isolation or taken together, these incidents do not provide sufficiently severe or pervasive conduct to support a hostile work environment claim.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [29538:29705] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Basis for imputing harassment liability to the employer | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a) | coworker-harassment/unreported-incidents-and-investigated-incident | As for the writing on the chalkboard of racist sayings, Officer Richardson immediately erased these sayings and did not report them to anyone.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [30864:31006] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Although there is some dispute about the adequacy of the investigation into the KKK drawing, there is no dispute that the Department’s Office of Internal Affairs (“OIA”) did conduct an investigation.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [31488:31687] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Moreover, the Department can only be held liable for harassment of the plaintiffs by fellow employees “if the employer knew or should have known of the harassment and failed to implement prompt and appropriate corrective action.”Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [30291:30520] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Therefore, the employer could not reasonably have been expected to know of these incidents or take action against them.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [31051:31170] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Pretext for discrimination (McDonnell Douglas step 3) | not_reached Excluded from merits counts applied / merits claim: (a)(1); 2000e-3(a); count: discrimination claim; subject: count=discrimination claim | Unspecified variant | No source quotation recorded for this block. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Protected trait: race, color, religion, sex (including pregnancy/abortion), or national origin | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a) D.C. Circuit "background circumstances" gloss turns class membership into an evidentiary showing for white plaintiffs; it fails here for the same reason because-of fails (no difference in treatment by race). The one Black plaintiff is treated as an associational claimant (fn.). | majority-plaintiff-background-circumstances/race-conscious-policy-applied-to-everyone | Plaintiffs James E. Ginger, Paul E. Hustlar, Michael J. Lewis, Bernard D. Richardson, Mark W. Wood, Robert M. Wigton, and Roy Potter are white.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [798:941] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Plaintiffs allege that the reorganization occurred because of a perception that Squad 2 was “too white” and because of a concern about how the media would react to a mostly white squad whose victims were mostly black.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [2040:2257] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.The analysis also revealed that Squad 2, which was involved in the majority of the bites, had a racial makeup that is predominantly white male — 6 out of 7 officers and the sergeant are white males.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [3029:3227] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.In reverse discrimination cases, a plaintiff must do more than simply show that he is white in order to make out the first prong of a prima facie case of discrimination.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [7138:7307] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.To demonstrate background circumstances, a plaintiff must provide evidence from one of the following categories: (1) evidence indicating that the employer “ ‘has some reason or inclination to discriminate invidiously against whites’ ”; or (2) evidence indicating that “ ‘there is something “fishy” about the facts of the case at hand that raises an inference of discrimination.’ ”Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [7802:8182] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.The fact that concern about race relations plays into decision making at a macro level when developing policies on how to reorganize a police unit is not sufficient to support the suspicion that the Metropolitan Police Department is the unusual employer that discriminates against the majority.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [10178:10472] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Qualified for the position / meeting legitimate employer expectations | not_reached Excluded from merits counts applied / merits claim: (a)(1); 2000e-3(a) | Unspecified variant | No source quotation recorded for this block. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Retaliation for protected Title VII activity (42 U.S.C. § 2000e-3(a)) | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a); count: post-charge investigations, training recommendations, single citizen-complaint allegation, extended leave pending investigation; subject: count=post-charge investigations, training recommendations, single citizen-complaint allegation, extended leave pending investigation | materially-adverse-action/investigations-and-recommendations-without-discipline | Moreover, plaintiffs do not dispute that none of the investigations into their conduct that occurred after the reorganization have resulted in discipline or suspension.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [23026:23194] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.First, the allegation would only result in disciplinary action if Officer LaGrand were to receive two additional allegations at some point in the future.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [23336:23489] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Officer Wood was never even required to attend the class.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [24923:24980] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.This investigation did not occur until over a year and a half after the plaintiffs filed their EEOC complaint and a year after the first complaint was filed in this Court.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [21499:21670] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.The mere initiation of an investigation into a plaintiffs conduct is not an adverse employment action when it has no effect on the plaintiffs employment.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [22301:22454] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.None of these allegations are sufficient for plaintiffs’ retaliation claim to survive summary judgment.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [20751:20854] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Retaliation for protected Title VII activity (42 U.S.C. § 2000e-3(a)) | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a); party: Officer Potter; count: midweek days off; subject: party=Officer Potter; count=midweek days off Adverse action assumed arguendo for this count; it is decided on pretext alone (its only ground, so not `scope alternative`). | pretext/seniority-based-scheduling-reason-unrebutted | The plaintiffs do not dispute that, following the reorganization, the Canine Unit suffered shortages of officers on the weekends.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [26072:26201] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Plaintiffs provide no evidence that they were forced to have days off in the middle of the week when other officers were not.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [26731:26856] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Even assuming that requiring employees to take days off in the middle of the week when they previously had at least one weekend day off could be considered an adverse employment action sufficient to make out a prima facie case of retaliation, plaintiffs have failed to provide evidence that the Department’s legitimate, non-discriminatory reasons for assigning weekdays off were pretextual.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [25681:26071] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
| /f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007 | Retaliation for protected Title VII activity (42 U.S.C. § 2000e-3(a)) | not Counted merits instance applied / merits basis: no-evidence; claim: (a)(1); 2000e-3(a); count: rotating shifts; subject: count=rotating shifts | causal-link/adverse-decision-announced-before-protected-activity | There is no dispute that plaintiffs engaged in a statutorily protected activity when they filed a complaint with the EEOC on April 21, 2003.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [19033:19173] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Plaintiffs do not dispute that the decision to rotate shifts was announced on March 6, 2003, a month and a half before they filed their EEOC complaint.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [20991:21142] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.In order to make out a prima facie case of retaliation, a plaintiff must show that (1) he engaged in a statutorily protected activity; (2) the employer took an adverse action against him; and (3) there is a causal connection between the two.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [17204:17445] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Plaintiffs cannot show a causal connection between the shift changes that the entire unit faced and the filing of their EEOC complaint.Source: docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [20855:20990] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1. |
Court interpretations recorded from this case
interpretation
In reverse discrimination cases, a plaintiff must do more than simply show that he is white in order to make out the first prong of a prima facie case of discrimination.
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
In reverse discrimination cases, a plaintiff must do more than simply show that he is white in order to make out the first prong of a prima facie case of discrimination.Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [7138:7307] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Every individual has a race, color, religion, sex, and national origin; in circuits applying a modified McDonnell Douglas prima facie prong to majority-group ("reverse discrimination") plaintiffs, background circumstances suggesting inclination to discriminate against the majority group are required.
interpretation
To demonstrate background circumstances, a plaintiff must provide evidence from one of the following categories: (1) evidence indicating that the employer “ ‘has some reason or inclination to discriminate invidiously against whites’ ”; or (2) evidence indicating that “ ‘there is something “fishy” about the facts of the case at hand that raises an inference of discrimination.’ ”
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
To demonstrate background circumstances, a plaintiff must provide evidence from one of the following categories: (1) evidence indicating that the employer “ ‘has some reason or inclination to discriminate invidiously against whites’ ”; or (2) evidence indicating that “ ‘there is something “fishy” about the facts of the case at hand that raises an inference of discrimination.’ ”Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [7802:8182] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Every individual has a race, color, religion, sex, and national origin; in circuits applying a modified McDonnell Douglas prima facie prong to majority-group ("reverse discrimination") plaintiffs, background circumstances suggesting inclination to discriminate against the majority group are required.
interpretation
An employee suffers an adverse employment action if he experiences “materially adverse consequences affecting the terms, conditions, or privileges, of employment or future employment opportunities such that a reasonable trier of fact could find objectively tangible harm.”
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
An employee suffers an adverse employment action if he experiences “materially adverse consequences affecting the terms, conditions, or privileges, of employment or future employment opportunities such that a reasonable trier of fact could find objectively tangible harm.”Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [10619:10891] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Actionable harm to employment status or terms, conditions, or privileges of employment under § 2000e-2(a)(1)-(2).
interpretation
an employee alleging discrimination based on changed conditions or terms of employment must make some sort of showing that the change affected him in some way different from other employees.
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
an employee alleging discrimination based on changed conditions or terms of employment must make some sort of showing that the change affected him in some way different from other employees.Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [15389:15579] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Ultimate causation/intent requirement under § 2000e-2(a): the protected trait was a determinative cause of the adverse employment action.
interpretation
If every single employee in a racially diverse Canine Unit faces the same change in the terms and conditions of his employment after a reorganization, there are no “distinctions or differences in treatment.”
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
If every single employee in a racially diverse Canine Unit faces the same change in the terms and conditions of his employment after a reorganization, there are no “distinctions or differences in treatment.”Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [15830:16037] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Ultimate causation/intent requirement under § 2000e-2(a): the protected trait was a determinative cause of the adverse employment action.
interpretation
A workplace is hostile for purposes of Title VII only when “the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment.”
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
A workplace is hostile for purposes of Title VII only when “the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment.”Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [27252:27529] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Harassment so severe or pervasive as to alter the conditions of the victim's employment and create an objectively and subjectively abusive working environment.
interpretation
Moreover, the Department can only be held liable for harassment of the plaintiffs by fellow employees “if the employer knew or should have known of the harassment and failed to implement prompt and appropriate corrective action.”
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
Moreover, the Department can only be held liable for harassment of the plaintiffs by fellow employees “if the employer knew or should have known of the harassment and failed to implement prompt and appropriate corrective action.”Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [30291:30520] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Basis for imputing workplace harassment to the employer under agency principles.
interpretation
In order to make out a prima facie case of retaliation, a plaintiff must show that (1) he engaged in a statutorily protected activity; (2) the employer took an adverse action against him; and (3) there is a causal connection between the two.
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
In order to make out a prima facie case of retaliation, a plaintiff must show that (1) he engaged in a statutorily protected activity; (2) the employer took an adverse action against him; and (3) there is a causal connection between the two.Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [17204:17445] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Title VII anti-retaliation claim (42 U.S.C. § 2000e-3(a)) routinely litigated alongside § 2000e-2 discrimination claims: requires (1) protected activity, (2) materially adverse action under the Burlington Northern dissuasion standard, and (3) causal connection.
interpretation
The mere initiation of an investigation into a plaintiffs conduct is not an adverse employment action when it has no effect on the plaintiffs employment.
/f-supp-2d/477/0041-01 — United States District Court for the District of Columbia · 2007
The mere initiation of an investigation into a plaintiffs conduct is not an adverse employment action when it has no effect on the plaintiffs employment.Source:
docroot/ir/caselaw/f_supp_2d_477.jsonl#/f-supp-2d/477/0041-01; Unicode character offsets [22301:22454] (end exclusive); SHA-256 98f9fdfbd29e7eaa93261d6440fe0ed8e4821a6a9a6334e41f0be98ebbbe49e1.Title VII anti-retaliation claim (42 U.S.C. § 2000e-3(a)) routinely litigated alongside § 2000e-2 discrimination claims: requires (1) protected activity, (2) materially adverse action under the Burlington Northern dissuasion standard, and (3) causal connection.