AND · 29usc623:employment-action
Exact element source
(1) to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age;Source:
docroot/ir/usc/title29.jsonl#title29_sec623; Unicode character offsets [101:326] (end exclusive); SHA-256 d7414b39849853d6a6068539da731f835b09d9f238c028f95f2d0dd04fb6f667.Routes and case patterns
| Route | Definition | Merits instance blocks | Distinct merits cases | Examples (up to 3 cases per count group) |
|---|---|---|---|---|
| discharge provisional; 9 observed cases | Termination or reduction in force. | 9 Satisfied 7; not satisfied 2; excluded context 0 | 9 | Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) · applied/merits · counted Shoap v. City of Crossville — 321 F. Supp. 3d 839 (2018) · United States District Court for the Middle District of Tennessee · 2018 — not · no-evidence (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) · applied/merits · counted Kitchen v. BASF — 343 F. Supp. 3d 681 (2018) · United States District Court for the Southern District of Texas · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) · applied/merits · counted |
| hiring-or-promotion provisional; 0 observed cases | Refusal to hire or promote. | 0 Satisfied 0; not satisfied 0; excluded context 0 | 0 | Never used: no annotation uses in this snapshot |
| terms-and-conditions provisional; provisional (1 case) | Compensation, terms, conditions or privileges; hostile environment requires the separate judicial severity/pervasiveness inquiry. | 1 Satisfied 1; not satisfied 0; excluded context 0 | 1 | Rivera-Rivera v. Medina & Medina, Inc. — 898 F.3d 77 (2018) · United States Court of Appeals for the First Circuit · 2018 — satisfied · triable (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) · applied/merits · counted |
How courts decided this element
| Case | Element | Holding and scope | Pattern | Exact source quotations |
|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded | termination for a policy violation after 19 years of service; discharge conceded | Based on this admission, Cox terminated Mr. Jardin for "egregious misconduct" under its Corrective Action Policy.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [2584:2697] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.For purposes of this motion, Cox does not dispute that Mr. Jardin has met these four elements, conceding that (1) Mr. Jardin is part of the protected class due to his age,' (2) he maintained a satisfactory standing as an employee at Cox; (3) he was terminated by Cox; and (4) his position was not filled, but his co-worker, who had similar qualifications and job responsibilities, assumed many of Mr. Jardin's assignments and projects.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [6791:7226] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa. |
| Shoap v. City of Crossville — 321 F. Supp. 3d 839 (2018) · United States District Court for the Middle District of Tennessee · 2018 — not · no-evidence (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | not Counted merits instance applied / merits basis: no-evidence The constructive-discharge analysis is made under the Title VII heading (III.A.1) and carried into the ADEA claim by "As discussed above". | interim police chief resigned when a rival was considered for the permanent post; constructive discharge claimed on hiring delays and friction with a councilman | Shoap has filed an Affidavit stating that the conditions were "so intolerable" for him as of June 30, 2016, that he could not continue working.Source: docroot/ir/caselaw/f_supp_3d_321.jsonl#/f-supp-3d/321/0839-01; Unicode character offsets [6562:6705] (end exclusive); SHA-256 ee219aaf1280b9da9f84bccea93809598a76eb5608909d7a2172afb680dd40de.Shoap resigned minutes after finding out Rosser was also under consideration for the permanent Police Chief position.Source: docroot/ir/caselaw/f_supp_3d_321.jsonl#/f-supp-3d/321/0839-01; Unicode character offsets [12513:12630] (end exclusive); SHA-256 ee219aaf1280b9da9f84bccea93809598a76eb5608909d7a2172afb680dd40de.Shoap can only point to minor hassles, delays with the decision-making process for the permanent position, and several incidents with Kerley, who was not Shoap's supervisor/employer.Source: docroot/ir/caselaw/f_supp_3d_321.jsonl#/f-supp-3d/321/0839-01; Unicode character offsets [12631:12813] (end exclusive); SHA-256 ee219aaf1280b9da9f84bccea93809598a76eb5608909d7a2172afb680dd40de.Finally, none of the seven tell-tale scenarios described by the Sixth Circuit occurred here; the day Shoap resigned he was in the same stead as the day he started.Source: docroot/ir/caselaw/f_supp_3d_321.jsonl#/f-supp-3d/321/0839-01; Unicode character offsets [13306:13469] (end exclusive); SHA-256 ee219aaf1280b9da9f84bccea93809598a76eb5608909d7a2172afb680dd40de.To establish a constructive discharge, Shoap must present evidence showing 1) that Crossville "deliberately create[d] intolerable working conditions, as perceived by a reasonable person, and 2) [Crossville] did so 'with the intention of forcing [him] to quit.... ' "Source: docroot/ir/caselaw/f_supp_3d_321.jsonl#/f-supp-3d/321/0839-01; Unicode character offsets [10559:10825] (end exclusive); SHA-256 ee219aaf1280b9da9f84bccea93809598a76eb5608909d7a2172afb680dd40de.As discussed above, (1) there was no adverse employment action here and (2) Shoap has not established a question of fact as to whether he was constructively discharged. Crossville is therefore entitled to summary judgment on Shoap's ADEA discrimination claim.Source: docroot/ir/caselaw/f_supp_3d_321.jsonl#/f-supp-3d/321/0839-01; Unicode character offsets [20548:20807] (end exclusive); SHA-256 ee219aaf1280b9da9f84bccea93809598a76eb5608909d7a2172afb680dd40de. |
| Kitchen v. BASF — 343 F. Supp. 3d 681 (2018) · United States District Court for the Southern District of Texas · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded | termination after a positive alcohol test under a final warning and return-to-work agreement | Because Damron believed Kitchen had turned up at work under the influence of alcohol in violation of company policy and his Return to Work Agreement and Final Warning, Kitchen's employment was terminated effective October 2, 2015.Source: docroot/ir/caselaw/f_supp_3d_343.jsonl#/f-supp-3d/343/0681-01; Unicode character offsets [4621:4851] (end exclusive); SHA-256 7cc7b8c9b26cb0ba8ad72244bfe2e18a14f2eccb20f1570fdeb46e90c7c3e404. |
| McDaniel v. Progress Rail Locomotive — 343 F. Supp. 3d 753 (2018) · United States District Court for the Northern District of Illinois · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded The court expressly leaves open whether the lesser discipline (one-day cell-phone suspension) was an adverse action for the discrimination claim; only the termination is undisputed. | material handler discharged for a safety-rule (manual lifting) violation; termination undisputed | On April 6, 2017, Progress Rail terminated Plaintiff and explained that he was being discharged for violating Shop Rule 31.Source: docroot/ir/caselaw/f_supp_3d_343.jsonl#/f-supp-3d/343/0753-01; Unicode character offsets [16554:16677] (end exclusive); SHA-256 87ca235fdbd4d9547b55f168a055290b7387b2c0df73056c5fa74b73dc63d293. |
| Williams v. Temple Univ. Hosp., Inc. — 345 F. Supp. 3d 590 (2018) · United States District Court for the Eastern District of Pennsylvania · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded | termination at the last step of a progressive-discipline policy | Defendant Temple terminated Plaintiff Berkley Williams on January 22, 2016.Source: docroot/ir/caselaw/f_supp_3d_345.jsonl#/f-supp-3d/345/0590-01; Unicode character offsets [1141:1216] (end exclusive); SHA-256 2c040a7faa7b2bf3812085889f85d0698b55b28046d019258c005b9a4fb7b6c1. |
| Rogers v. Medline Indus., Inc. — 361 F. Supp. 3d 616 (2019) · United States District Court for the Southern District of Mississippi · 2019 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded | specialty salesperson terminated for substandard performance after a corrective action plan; prima facie case conceded for the motion | Medline terminated Rogers' employment effective July 31, 2016.Source: docroot/ir/caselaw/f_supp_3d_361.jsonl#/f-supp-3d/361/0616-01; Unicode character offsets [10759:10821] (end exclusive); SHA-256 2143e6e4f5eb47581a48a6456883ef0a33ea83acc69f8ba50f47224c3eb47c2e.For purposes of this Motion [55], Medline has conceded that Rogers has met his prima facie burden to show a claim based on intentional age discrimination.Source: docroot/ir/caselaw/f_supp_3d_361.jsonl#/f-supp-3d/361/0616-01; Unicode character offsets [26285:26439] (end exclusive); SHA-256 2143e6e4f5eb47581a48a6456883ef0a33ea83acc69f8ba50f47224c3eb47c2e. |
| Boney v. Trs. of Cape Fear Cmty. Coll. — 366 F. Supp. 3d 756 (2019) · United States District Court for the Eastern District of North Carolina · 2019 — not · pleaded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | not Counted merits instance applied / merits basis: pleaded The court also held that the written reprimand, weekly meetings and e-mail etiquette course were not themselves adverse employment actions, and alternatively that but-for age causation was not plausibly alleged; neither has its own block. | resignation-after-performance-warning-and-closer-supervision-pleaded-as-constructive-discharge | However, the warning also stated that, if Boney continued to perform below expectations, further action-including possible termination-would be taken.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0756-01; Unicode character offsets [4370:4520] (end exclusive); SHA-256 d34a63d183d80fb2c19dc9a41bf3601341def518ba0d37633d93bd0afbfaa53b.Because of Boney's deteriorating relationship with Lakhavani, Boney feared that Lakhavani would soon fire her.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0756-01; Unicode character offsets [5578:5688] (end exclusive); SHA-256 d34a63d183d80fb2c19dc9a41bf3601341def518ba0d37633d93bd0afbfaa53b.Lakhavani stated that he would "make [himself] available to clarify any assignments or projects" because he desired to "help [Boney] succeed in [her] job."Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0756-01; Unicode character offsets [4210:4365] (end exclusive); SHA-256 d34a63d183d80fb2c19dc9a41bf3601341def518ba0d37633d93bd0afbfaa53b.Notably, despite additional oversight and training, Boney retained the same responsibilities, pay, and benefits.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0756-01; Unicode character offsets [17122:17234] (end exclusive); SHA-256 d34a63d183d80fb2c19dc9a41bf3601341def518ba0d37633d93bd0afbfaa53b.To state a constructive discharge claim, a plaintiff must plausibly allege that (1) an employer acted deliberately to induce resignation and (2) the employee's working conditions were so intolerable that a reasonable person would have resigned.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0756-01; Unicode character offsets [13387:13631] (end exclusive); SHA-256 d34a63d183d80fb2c19dc9a41bf3601341def518ba0d37633d93bd0afbfaa53b.Because Boney has not plausibly alleged constructive discharge, her voluntary resignation is not an adverse employment action under the ADEA.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0756-01; Unicode character offsets [15657:15798] (end exclusive); SHA-256 d34a63d183d80fb2c19dc9a41bf3601341def518ba0d37633d93bd0afbfaa53b. |
| Richardson v. Astec, Inc. — 366 F. Supp. 3d 983 (2019) · United States District Court for the Eastern District of Tennessee · 2019 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded | employer-terminated-worker | On January 16, 2017, after Oswald submitted his complaint, McMahan and Oswald met with Locklear and, at the conclusion of the meeting, decided to terminate Richardson's employment.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0983-01; Unicode character offsets [12438:12618] (end exclusive); SHA-256 58eda9414a4fe9f2012d19b3411a56611a06836293a830dc45acfba99af15f94.The parties do not dispute that Richardson is a member of a protected class, that she suffered an adverse employment action, or that she was qualified for the position she held.Source: docroot/ir/caselaw/f_supp_3d_366.jsonl#/f-supp-3d/366/0983-01; Unicode character offsets [33413:33590] (end exclusive); SHA-256 58eda9414a4fe9f2012d19b3411a56611a06836293a830dc45acfba99af15f94. |
| Rivera-Rivera v. Medina & Medina, Inc. — 898 F.3d 77 (2018) · United States Court of Appeals for the First Circuit · 2018 — satisfied · triable (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: triable | daily-age-taunts-by-owners-and-general-manager-as-hostile-work-environment | According to Rivera's statement-made under penalty of perjury, mind you--she was called "vieja" and told her age made her "useless" and "worthless"; she was excoriated for being "old" and "slow"; and she even was told she should seek out social security benefits and resign before getting terminated because her age interfered with the functions and duties of her job.Source: docroot/ir/caselaw/f3d_898.jsonl#/f3d/898/0077-01; Unicode character offsets [22281:22649] (end exclusive); SHA-256 be64c8b4debd470b0441ae1b9da004135e2b7606cc80df001bc6df2750d2e3d6.Here, Rivera produces evidence that she was taunted about her age nearly every single day for over two years.Source: docroot/ir/caselaw/f3d_898.jsonl#/f3d/898/0077-01; Unicode character offsets [27936:28045] (end exclusive); SHA-256 be64c8b4debd470b0441ae1b9da004135e2b7606cc80df001bc6df2750d2e3d6.we have also made clear that "[f]requent incidents of harassment, though not severe, can reach the level of 'pervasive,' thereby altering the terms, conditions, or privileges of employment such that a hostile work environment exists."Source: docroot/ir/caselaw/f3d_898.jsonl#/f3d/898/0077-01; Unicode character offsets [27502:27736] (end exclusive); SHA-256 be64c8b4debd470b0441ae1b9da004135e2b7606cc80df001bc6df2750d2e3d6.We thus conclude that summary judgment was not appropriate and Rivera's age-based hostile work environment claim lives to see another day.Source: docroot/ir/caselaw/f3d_898.jsonl#/f3d/898/0077-01; Unicode character offsets [28634:28772] (end exclusive); SHA-256 be64c8b4debd470b0441ae1b9da004135e2b7606cc80df001bc6df2750d2e3d6. |
| Westmoreland v. TWC Administration, LLC — 924 F.3d 718 (2019) · United States Court of Appeals for the Fourth Circuit · 2019 — satisfied · proved (29usc623: author: Astra4 · not independently reviewed) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: proved Jury verdict and appellate review of an ADEA discharge claim. | employer-terminated-worker | After TWC Administration, LLC, d/b/a Time Warner Cable ("TWC"), fired Glenda Westmoreland, she filed this actionSource: docroot/ir/caselaw/f3d_924.jsonl#/f3d/924/0718-01; Unicode character offsets [35:147] (end exclusive); SHA-256 c3db8421f8bbdeed51d7a4a2861e257d49fa1027dc6214fb9bd49f864ac871a3.Because TWC cannot overcome that hurdle, we affirm.Source: docroot/ir/caselaw/f3d_924.jsonl#/f3d/924/0718-01; Unicode character offsets [690:741] (end exclusive); SHA-256 c3db8421f8bbdeed51d7a4a2861e257d49fa1027dc6214fb9bd49f864ac871a3. |