In Adams v. CDM Media, USA, Inc., a 59-year-old woman sued a media company after being rejected for an inside sales position, alleging age discrimination in violation of Hawaii Revised Statutes § 378-2. The employer argued that the decision not to hire her was based on a lack of recent and relevant sales experience, not age.
Labor Code, Section 2-a Dismissal, Articles 59 and 60
The plaintiff-appellant was the “head golf professional” at the Congress Lake Golf Club. Despite her formidable golfing pedigree, the club’s board of directors requested her resignation, ostensibly because of her inability to manage various golf programs. She sued the defendant for sex discrimination in the Stark County Court of Common Pleas.
Frazier, a middle school teacher, alleged that Badger, the assistant principal, had sexually harassed her. When she rejected his advances, he allegedly had her classroom moved to the basement. The jury found that Badger’s conduct met the elements of the tort of outrage (also known as intentional infliction of emotional distress), and the Court of Appeals affirmed. The South Carolina
The plaintiffs worked at a restaurant operated by GZK. They alleged that a cook who worked with them repeatedly made lewd and sexually violent comments toward them, as well as touched them inappropriately without consent. The plaintiffs also alleged that a supervisor also made inappropriate sexual comments and groped them as he pretended to accidentally brush against them. They testified that they had brought this behavior to the attention of the management.
The plaintiff was a long-time employee of Tennessee Tech University’s facilities department, where she managed inventory and was required to make purchases of supplies and equipment. After she made a purchase that exceeded her $5,000 purchasing authority, her employment was terminated even though she had recruited multiple bids for the product and chose the best supplier. The plaintiff filed suit in the Putnam County Chancery Court for gender discrimination. The Court granted summary judgment in favor of the defendant.
The plaintiff worked for the defendant as a police officer. During training, where the plaintiff was one of three women amongst twenty-four participants, she began to feel that she could never raise complaints because of her gender due to comments about how the male troopers better “watch out” or she would charge them with sexual harassment, or about another female trooper whose sex discrimination complaint had been dismissed by the Board.
The plaintiff was fired for falsifying documents related to her work time. She sued in the Davidson County Chancery Court, alleging sexual harassment and retaliatory discharge in violation of the Tennessee Human Rights Act (“THRA”). The plaintiff alleged that her supervisors made sexually derogatory remarks to her, and that she was fired shortly after she complained about these comments.
A woman sued her former employer for allowing her to be subjected to sexual harassment, sexual discrimination, and sexual assault by her co-workers. She claimed that her co-workers made sexual comments and engaged in inappropriate sexual behavior, but that she was not physically injured by the conduct. She also had no prior or subsequent contact with her co-workers outside of work.
The plaintiff applied for a job to work as a security guard at Scarborough Downs, a race track owned by Davric. The director of security informed the plaintiff that he normally did not hire women, and instead employed her in the dispatch hour to answer telephones and complete paperwork. The plaintiff had a bachelor’s degree in criminal justice and experience in security work. The plaintiff subsequently requested to work the late night security shift at the stable gate for additional hours. Her request was denied as the director did not hire women for this position.
