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Latest Cases & Developments
Date:
United States ex rel. Ruggeri v. Magee-Women’s Research Inst. & Found. (W.D. Pa. Apr. 24, 2024)
Opinion granting-in-part and denying-in-part Defendants’ Motions to Dismiss. Plaintiff, a former Director of Grants and Contracts at the Magee-Women’s Research Institute and Foundation (Foundation), brought this qui tam action against the Foundation, the University of Pittsburgh, the University of Pittsburgh Medical Center (UPMC), and the UPMC Magee-Women’s Hospital, alleging accounting practices that were falsely certified as compliant with National Institutes of Health grants requirements. She further alleged that her termination was in retaliation for her negative assessment of the grants compliance. The court dismissed the claims against UPMC and the Hospital, finding that although they leased employees and provided space and administrative services to the Foundation, plaintiff failed to allege with specificity any action beyond association taken in the alleged false claim scheme. In permitting her fraud claims to proceed, the court found plaintiff had alleged with sufficient particularity (1) that the Foundation knew that its accounting systems were inadequate to meet NIH requirements and (2) that Foundation and University officials, including Principal Investigators from the University, improperly transferred other costs to the grants in order to spend them down. The court further found that plaintiff’s assertion that NIH investigated her allegations and altered how it interacted with the Foundation sufficient to allege materiality. In permitting her retaliation claim to proceed, the court noted the close temporal proximity of her termination to her delivery of her compliance assessment to a member of the Foundation’s Board.
Topics:
Discrimination, Accommodation, & Diversity | False Claims Act (FCA) | Research | RetaliationDate:
Adebiyi v. S. Suburban Coll. (7th Cir. Apr. 17, 2024)
Opinion affirming summary judgment in favor of the College. Plaintiff, a former Vice President of Student Services at South Suburban College who is African American, brought discrimination and retaliation claims against the College after a new president declined to renew her contract, citing in her nonrenewal recommendation to the board numerous managerial lapses and leadership concerns. After performance concerns began to emerge, plaintiff filed a charge of harassment with the EEOC and the Illinois Department of Human Rights (IDHR), and she was terminated three days before a scheduled meeting with the IDHR and the College. The district court granted summary judgment in favor of the College, and plaintiff appealed with respect to her retaliation claim. In affirming summary judgment on that claim, the Seventh Circuit first held that plaintiff failed to present a theory or evidence as to why the timing of her termination prior to the IDHR meeting was suspicious. It further held that plaintiff failed to raise a question of pretext, noting that (1) her overall rating of “satisfactory” on her most recent annual evaluations did not outweigh the specific performance concerns and (2) the director, two managers, and faculty member plaintiff proposed as comparators were not similarly situated.
Topics:
Discrimination, Accommodation, & Diversity | Race and National Origin Discrimination | RetaliationDate:
Update: U.S. Dep’t of Education Final Rule on Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance (Apr. 29, 2024)
U.S. Department of Education, Office for Civil Rights (OCR) Final Rule on Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance. Among other purposes, the Department issued these regulations “to provide greater clarity regarding the definition of ‘sex-based harassment;’ the scope of sex discrimination, including recipients’ obligations not to discriminate based on sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity; and recipients’ obligations to provide an educational environment free from discrimination on the basis of sex.” The Department also issued a Fact Sheet, Summary of Major Provisions, and Resource for Drafting Nondiscrimination Policies, Notices of Nondiscrimination, and Grievance Procedures. The Final Rule becomes effective August 1, 2024. Update: The U.S. Department of Education published the final regulations in the Federal Register on April 29, 2024.
Topics:
Discrimination, Accommodation, & Diversity | Employee Sexual Misconduct | Sex Discrimination | Students | Title IX & Student Sexual MisconductDate:
DOJ Final Rule on Web Accessibility (Apr. 24, 2024)
U.S. Department of Justice, Civil Rights Division Final Rule on Nondiscrimination on the Basis of Disability; Accessibility of Web Information and Services of State and Local Government Entities. With the new Final Rule, the Department establishes technical requirements for public entities to fulfill their obligations under Title II of the Americans with Disabilities Act (ADA) “to provide equal access to all of their services, programs, and activities that are provided via the web and mobile apps.” The Final Rule requires that such web and mobile app content, with some limited exceptions, must meet the Web Content Accessibility Guidelines (WCAG) Version 2.1, Level AA. The Final Rule contains an appendix with Guidance regarding the regulations. The Department also issued a Fact Sheet on the new Final Rule. The Final Rule will be effective on June 24, 2024.
Topics:
Disability Discrimination | Discrimination, Accommodation, & Diversity | Technology | Technology AccessibilityDate:
EEOC Final Rule on Pregnant Workers Fairness Act (Apr. 19, 2024)
U.S. Equal Employment Opportunity Commission (EEOC) Final Rule and Interpretive Guidance on Implementation of the Pregnant Workers Fairness Act (PWFA). The regulations provide for the implementation by the EEOC of the PWFA’s requirements that covered entities “provide reasonable accommodations to a qualified employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause an undue hardship to the operation of the business of the covered entity.” The publication contains interpretive guidance, including many examples illustrating situations under major provisions of the PWFA, that will also guide the agency in its enforcement of the PWFA. The Final Rule and interpretive guidance will become effective on June 18, 2024.
Topics:
Discrimination, Accommodation, & Diversity | Pregnancy Discrimination | Sex DiscriminationDate:
U.S. Dep’t of Education Final Rule on Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance (Apr. 19, 2024)
U.S. Department of Education, Office for Civil Rights (OCR) Final Rule on Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance. Among other purposes, the Department issued these regulations “to provide greater clarity regarding the definition of ‘sex-based harassment;’ the scope of sex discrimination, including recipients’ obligations not to discriminate based on sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity; and recipients’ obligations to provide an educational environment free from discrimination on the basis of sex.” The Department also issued a Fact Sheet, Summary of Major Provisions, and Resource for Drafting Nondiscrimination Policies, Notices of Nondiscrimination, and Grievance Procedures. The Final Rule is scheduled for publication in the Federal Register on April 29, 2024, and becomes effective August 1, 2024.
Topics:
Discrimination, Accommodation, & Diversity | Employee Sexual Misconduct | Sex Discrimination | Students | Title IX & Student Sexual MisconductDate:
Corrigan v. Bos. Univ. (1st Cir. Apr. 12, 2024)
Opinion affirming dismissal. Plaintiff, a former graduate student at Boston University, brought a disability discrimination claim against the University after she was suspended in Fall 2021 for noncompliance with the University’s mandatory COVID-19 testing protocol, which was supported by the University’s establishment of an on-campus PCR testing laboratory. Plaintiff asserted that she should be exempted due to a chronic medical condition. In October 2022, the District Court dismissed her claim as moot because the University had ended its mandatory testing program due to the then-decline of the pandemic. In affirming dismissal, the First Circuit found that there was little likelihood that the challenged conduct would repeat itself, noting no clear error in the findings that (1) the University had dismantled the infrastructure of its testing program, (2) the University ended its testing program voluntarily and was unlikely to start a similar program that would affect the plaintiff, and (3) there was no imminent and substantial risk that the alleged harm was capable of repetition.
Topics:
Campus Police, Safety, & Crisis Management | Coronavirus | Discrimination, Accommodation, & DiversityDate:
Tarquinio v. Johns Hopkins Univ. Applied Physics Lab. (D. Md. Apr. 11, 2024)
Memorandum Opinion granting Defendant’s Motion for Summary Judgment. Plaintiff, a former engineer at the Johns Hopkins University Applied Physics Lab (APL), brought failure to accommodate, employment discrimination, and prohibited examination and inquiry claims against APL after it terminated her for noncompliance with its COVID-19 vaccination and testing requirements. Plaintiff requested an exemption to the vaccination requirement, asserting an “immune dysregulation” and “excessive immune activation” related to “years of chronic Lyme Disease,” and to the testing requirement, asserting that the requirement was unreasonable. She refused repeated requests to provide recent medical documentation or to sign a medical release form to enable APL’s medical officer to consult with her medical provider. In granting summary judgment in APL’s favor on her failure to accommodate claim, the court found that it was plaintiff who refused to engage in an interactive process to find a reasonable accommodation. It also found that her termination was due to her refusal to comply with APL’s vaccination policy rather than discrimination based on her asserted disability. Finally, it dismissed her examination or inquiry claim, finding that APL’s inquiry related only to plaintiff’s request for a medical accommodation.
Topics:
Campus Police, Safety, & Crisis Management | Coronavirus | Disability Discrimination | Discrimination, Accommodation, & DiversityDate:
B.P.J. v. Bd. of Educ. (4th Cir. Apr. 16, 2024)
Opinion partially vacating, reversing, and remanding summary judgment in favor of the State. Plaintiff, a now “13-year-old transgender girl who takes puberty blocking medication and has publicly identified as a girl since the third grade” and who has participated in her school’s girls’ cross country and track teams under preliminary injunction through the litigation below, brought equal protection and Title IX claims against the West Virginia State Board of Education challenging application of the State’s “Save Women’s Sports Act,” which provides that “[a]thletic teams or sports designated for females, women, or girls shall not be open to students of the male sex,” and defines “‘male’ as ‘an individual whose biological sex determined at birth is male.’” On cross-motions for summary judgment, the district court granted judgment to the State on both claims, finding that plaintiff’s equal protect claim failed because the State’s definition of “girl” was “substantially related to the important government interest of providing equal athletic opportunities for females” and that her Title IX claim failed because she may still try out for the boys’ teams. The Fourth Circuit reversed and directed entry of judgment in plaintiff’s favor on the Title IX claim pursuant to its finding that the Act operates on the basis of sex and treats girls who are transgender differently, “regardless of whether any given girl possesses any inherent athletic advantages based on being transgender.” It remanded the equal protection claim for further proceedings, finding that a factual dispute as to whether plaintiff’s exclusion from the girls’ teams was substantially related to competitive fairness since she never experienced elevated testosterone due to gender affirming hormone therapy, precluded a direct grant of judgment in her favor.
Topics:
Discrimination, Accommodation, & Diversity | Gender Identity & Sexual Orientation Discrimination | Student Athlete Issues | StudentsDate:
Muldrow v. City of St. Louis, Missouri (U.S. Apr. 17, 2024)
Opinion vacating the judgment of the Court of Appeals for the Eight Circuit and remanding. Petitioner, a sergeant with the St. Louis Police Department who is female, brought a sex discrimination claim against the City of St. Louis after a new supervisor, who sometimes called her “Mrs.” instead of “Sergeant,” transferred her from a “premier position” in the Department’s Intelligence Division to “a less ‘prestigious’ and more ‘administrative’ uniformed role” and replaced her with a male who “seemed a better fit for the Division’s ‘very dangerous’ work.” Though her rank and salary remained the same, the transfer resulted in a shift to more administrative responsibilities, the loss of a take-home car, and a rotating schedule that permitted few weekends off. The district court granted summary judgment in favor of the City, finding Petitioner had not shown that the transfer resulted in a “significant” change, and the Eighth Circuit affirmed, finding that she could not show that transfer resulted in a “materially significant disadvantage.” The U.S. Supreme Court granted certiorari “to resolve a circuit split over whether an employee challenging a transfer under Title VII must meet a heightened threshold of harm.” In vacating the judgment of the Eight Circuit, the Supreme Court found that the text of Title VII imposes no heightened injury standard and held that a transferee need only show “some harm respecting an identifiable term or condition of employment.”
Topics:
Discrimination, Accommodation, & Diversity | Sex Discrimination | Sex Discrimination in Employment
NACUA Annual Conference
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