NSBA Legal Clips
Archived entries for Title VII

Eleventh Circuit rules Florida district did not discriminate against teacher of Chinese origin when it failed to renew her teaching contract

A U.S. Court of Appeals for the Eleventh Circuit three-judge panel, in a per curiam (unauthored), unpublished decision has ruled that a teacher, whose contract was not renewed, failed to state a valid claim for Title VII discrimination based on national origin.

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Ninth Circuit upholds class action plaintiffs’ Title IX unequal participation and retaliation claims

A U.S. Court of Appeals for the Ninth Circuit three-judge panel has upheld a class action Title IX claim of unequal participation against a California school district.

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Federal court partially dismisses former employee’s Title IX retaliation suit against Florida district

The Herald-Tribune reports that a federal district court in Florida has partially dismissed a lawsuit brought by a former school employee against the Manatee County School District (MCSD). Adinah Torres, formerly employed as a parent liaison at Manatee High School (MHS), filed an amended legal complaint alleging she and several students were sexually harassed by Rod Frazier, an assistant football coach at MHS, and that school officials retaliated against her when she reported the harassment.

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Former teacher wins reverse discrimination suit against Maryland district

A former teacher who is white, has won a $350,000 jury award in his reverse discrimination suit against the Prince George’s County Board of Education (PGCBOE), reports The Washington Post.

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EEOC issues updated enforcement guidance on pregnancy discrimination

As reported on eeoc.gov, the U.S. Equal Employment Opportunity Commission has recently issued “Enforcement Guidance on Pregnancy Discrimination and Related Issues,” along with a Question and Answer document about the guidance and a Fact Sheet.

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Assistant principal who publicly opposed superintendent’s election states a valid claim that her severance was retaliatory

The Fifth Circuit Court of Appeals rules that a former assistant principal stated a valid claim for First Amendment retaliation based on her engaging in political speech.

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Supreme Court in Nassar requires complainants in Title VII retaliation cases to prove “but-for” causation

In a 5-4 decision, the U.S. Supreme Court vacated the U.S. Court of Appeals for the Fifth Circuit’s decision invoking the use of a “motivating-factor” standard for determining employer liability in retaliation claims under Title VII, determining instead that the proper standard in retaliation claims was the “but-for” test.

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U.S. Supreme Court clarifies definition of “supervisor” for purposes of employer liability under Title VII for workplace harassment

In a 5-4 decision, the U.S. Supreme Court has ruled that for purposes of vicarious liability under Title VII an employer is a “supervisor” only if he/she has authority to take tangible employment actions against the victim. A tangible employment action is one constituting a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits.

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U.S. Supreme Court restricts retaliation claims under Title VII by requiring “but-for” proof of action

In a 5-4 decision, the U.S. Supreme Court vacated the U.S. Court of Appeals for the Fifth Circuit’s decision invoking the use of a “motivating-factor” standard for determining employer liability in retaliation claims under Title VII. Determining that the proper standard in retaliation claims was the “but-for” test, the Court remanded the case to the Fifth Circuit for further proceedings consistent with the Court’s opinion.

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Federal appellate court rejects coach’s hostile environment and retaliation claims

The Second Circuit Court of Appeals held that an African-American female athletic director did not present sufficient evidence that the Rochester School District created a hostile work environment or that the district retaliated against her for filing a complaint with the Equal Employment Opportunity Commission.

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