1The Honorable Michael J. Davis, United States District Court Judge for the District of Minnesota. Sandra J. Erenberg appeals the district court's1 adverse grant of summary judgment in a case against her former employer, Methodist Hospital, claiming sexual harassment, age discrimination, and retaliatory discharge. We affirm.

I.

Viewed in the light most favorable to the Plaintiff,

Roy Hillstrom, then age 42, was terminated from his job at the Best Western TLC Hotel in Waltham, Massachusetts in April 2002. His boss, Matthew Phipps, said it was for poor job performance. Hillstrom sued, alleging he had been discriminated against because of his age and gender. He also claimed that Best Western violated the Family and Medical Leave Act of 1993, 29 U.S.C. § 2601 et seq., by c

Family Medical Leave Act ("FMLA") claim by former employee of Pharmedica Coummuications, LLC who was terminated after she asked to be allowed to work half-days as recommended by her doctor after bladder surgery. Her request was denied in violation of the Family Medical Leave Act and she was fired after the challenged the decisions of the defendant's CEO.

Title VII of the Civil Rights Act of 1964 prohibits companies employing "fifteen or more" persons from discriminating on the basis of sex in hiring, discharge, compensation, or terms of employment. 42 U.S.C. §§ 2000e(b), 2000e-2(a)(1). Norma Nesbit alleges that Gears Unlimited, Inc. ("Gears") terminated her employment as a machine operator because of her sex. She concedes that Gears di

This is M argaret R ussell's appeal from a judgment in favor of the North Broward Hospital District, her former employer, in the lawsuit she broug ht against it. The Hospital terminated Russell's employment because it concluded that she had been absent from work too much. Russell does not deny being away from work when the Hospital says she was, but she contends that her absences were for

In this necessarily fact-specific appeal, we must decide whether and in what circumstances contracted service workers should be considered in determining whether an employer is exempt from the requirements of the Family Medical Leave Act ("FMLA") and its California counterpart, the California Family Rights Act ("CFRA"). Air France flies an abbreviated schedule (one flight per day) in and

Appellants, Michael Hardy, John Anderson, Kenneth Mosley and Donta Jackson, contest the trial court's grant of summary judgment to AAA Cooper Transportation, ("Cooper"), in their suit alleging retaliatory termination for filing workers' compensation claims. Essentially, appellants argue on appeal that Cooper did not meet its summary judgment burden of negating at least one element of appellants

Kathleen Brockman sued her former employer, the Wyoming Department of Family Services ("DFS"), and several employees of DFS in their individual and official capacities, claiming violations of various federal statutes and asserting state tort claims. Ms. Brockman appeals parts of the district court's order granting the defendants' motions for summary judgment on all of her claims. We exercised j

Jacqueline Doebele sued her former employer, Sprint/United Management Company and Sprint Spectrum, L.P. (Sprint), alleging claims under the Americans with Disabilities Act, 42 U.S.C. §§ 12101 et seq. (ADA), the Family and Medical Leave Act, 29 U.S.C. § 2615 (FMLA), and Kansas state law, arising from the termination of her employment with Sprint as a financial analyst. Ms. Doebele alleged tha

Kin Gibson was terminated from his job with the City of Louisville in 1998. Gibson sued the City, arguing that he was fired in retaliation for requesting leave under the Family and Medical Leave Act (FMLA). The jury returned a verdict in favor of the City. Gibson now appeals, contending that the district court's instruction to the jury contained an inaccurate statement of the law. For the reaso

Appellants, Michael Hardy, John Anderson, Kenneth Mosley and Donta Jackson, contest the trial court's grant of summary judgment to AAA Cooper Transportation, ("Cooper"), in their suit alleging retaliatory termination for filing workers' compensation claims. Essentially, appellants argue on appeal that Cooper did not meet its summary judgment burden of negating at least one element of appellants

This case poses a question of first impression: should compensation awarded for work-hours lost during an employee's successful pursuit of a grievance count as "hours of service" within the meaning of the Family and Medical Leave Act (FMLA), 29 U.S.C. §§ 2601-2654 (1994)? The district court answered this question in the negative and, accordingly, entered judgment in favor of the employer. (1)

Plaintiff Marion Wells appeals the district court's grant of summary judgment dismissing all her claims. She sued her former employer, the Colorado Department of Transportation (CDOT), under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., alleging that the CDOT had taken various adverse actions against her in retaliation for her repeated complaints of gender discrimination.

This is an appeal from an order granting summary judgment to the defendants on a claim that the Family and Medical Leave Act, 29 U.S.C. §§ 2601 et seq. ("FMLA"), was violated when the plaintiff was discharged upon his return from FMLA leave. The plaintiff argues that there are genuine issues of material fact that should have precluded the entry of summary judgment. Concluding that the factual

On December 6, 1996, Fred Calef was involved in an altercation at work at the Gillette Company which left his supervisor and co-workers fearing for their safety. Calef, who previously had received warnings following such incidents, was fired from his job at Gillette as a result. Calef brought suit alleging that Gillette violated Title I of the Americans with Disabilities Act (ADA), 42 U.S.C. §

Employment discrimination claim - 42 U.S.C. 2000e - Plaintiff originally made claims for sex and age discrimination, breach of contract, public policy discharge, ERISA violations and FMLA retaliation. All were either dismissed or abandoned and the case went to trial on age discrimination only.

This case involves the right of an employee to take family and medical leave to care for a family member with a serious medical condition. We hold that under the California Family Rights Act (“CFRA”), an employee who leaves work to travel with and care for a family member with a serious health condition is not entitled to leave when the family member decides, in spite of her seri

Family Medical Leave Act (FMLA) and state law claims by former hospital worker when his supervisor imposed performance standards on him that he could not meet and take care of his family.

This case requires us to decide whether the district court properly granted summary judgment to the defendant employer in a Title VII sexual harassment case. The lower court held that there was no basis on which to impute liability to the employer because its response to the alleged sexual harassment of the plaintiff was both prompt and effective. The district court deemed irrelevant evidence tha

Kathleen Roche appeals the district court's1 grant of summary judgment on her disability discrimination and rehabilitation claims against her employer, Saint Lukes Shawnee Mission Health Systems (Saint Lukes) based on the Rehabilitation Act, 29 U.S.C. § 794, the Missouri Human Rights Act (MHRA), Mo. Rev. Stat. § 287.780, the Family Medical Leave Act, 29 U.S.C. § 2601, and Missouri's worker's

Diana Lynn Carpenter appeals the grant of summary judgment in favor of Northwest Airlines, Inc. on her claims of race discrimination, religious discrimination, violation of the Family Medical Leave Act (FMLA), and defamation. In addition, Carpenter claims the complaint included claims of hostile working environment and breach of confidentiality. Carpenter has been a reservation sales agent for

Kathryn R. Harris, appeals the District Court's 1 adverse grant of summary judgment in her action against her former employer, Emergency Providers, Inc. (EPI), and union, International Association of Firefighters, Local No. 1-34 (IAFF). Harris claimed violations of the Family and Medical Leave Act (FMLA), section 301 of the Labor Management Relations Act, and state law. She based her claims on

Diantha Smith ("Smith") was employed by Diffee Ford-Lincoln-Mercury, Inc. ("Diffee") of El Reno, Oklahoma. Smith's job title was "booker" or "warranty clerk," and her position required that she figure and prepare all warranty, internal, and customer pay repair orders for payment. Smith was a senior employee and apparently did her job well in most respects.

Smith's supervisor, Warren Blackke

Dorinda Craig brought suit against the Missouri Department of Health (MDH) alleging a violation of her rights under the Americans with Disabilities Act (ADA).(FN1) After a protracted procedural history, the case was dismissed by the circuit court. The judgment of the circuit court is reversed and the case is remanded.

Craig's original ADA suit was filed in Cole Coun

Norton-Alcoa Proppants (“NAP”) appeals from a final order entered in United States District Court2 denying its motion for judgment as a matter of law or for a new trial, amendment of the judgment, or remittur following a jury award of $305,000.00 in favor of its former employee Sam Duty for compensatory and liquidated damages arising from violations of the Family Medical Leave Act (