United States

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. The Court granted summary judgment in favor of the defendant, and the Court of Appeals of Tennessee affirmed because the employer had established the affirmative defense of exercising reasonable care.

Plaintiff Marquardt took eight weeks off for maternity leave and vacation.  During that time, her supervisor reorganized the division in which she worked and redefined her responsibilities.  He did not inform her of these changes.  Included in the reorganization was the elimination of plaintiff’s position as credit manager.  The position was divided into two positions, and Marquardt’s supervisory responsibilities decreased.  Her new position also involved 25% clerical work, whereas in her old position, she had no clerical work.  She received the same pay and be

Petitioner was convicted of aggravated rape of a child. In his appeal he argued that the state of Alabama had systemic sex discrimination in the selection of jury forepersons. In a ten year period of time, there were nineteen jury forepersons: twelve were male while seven were female. The petitioner brought a habeas corpus claim citing improper jury foreman election.

The plaintiff, who was from Côte d'Ivoire, appealed a Board of Immigration Appeals (“BIA”) decision affirming the denial of her asylum application, withholding of removal, and protection under the Convention Against Torture. Her asylum claim was based on female genital mutilation (“FGM”) and her fear that her daughters would be subjected to FGM if she was removed.

Here, the plaintiff sued her former employer for allowing her to be subjected to sexual harassment, sexual discrimination, and sexual assault by her co-workers.  The plaintiff 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.  Id.

The plaintiff applied for a job to work at the defendant’s race track as a security officer. The defendant’s 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 paper work. 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 to work additional hours. Her request was denied as the director did not hire women for this position.

In Kroh v. Continental General Tire, Inc., 92 Ohio St.3d 30 (2001), the plaintiff alleged that her employer discriminated against her on the basis of sex, in violation of R.C. 4112.02 and 4112.99.

In Krystyna v. Janusz, 127 Conn. App. 586 (2011), the plaintiff sought a restraining order under Conn. Gen. Stat. § 46b-15 to protect herself, her minor son, and her adult daughter from her husband, alleging a pattern of escalating alcohol-fueled threats and dangerous conduct.

A student who was subjected to years of harassment based on perceived sexual orientation sued the school district under the Law Against Discrimination (LAD). In the case L.W. ex rel. L.G. v. Toms River Regional Board of Education, 189 N.J.