Justia U.S. 7th Circuit Court of Appeals Opinion Summaries

Stamey began working at Forest River in 2007 at age 51. He accumulated a strong work record, receiving several raises and avoiding any discipline. Stamey claims that his coworkers began harassing him in 2017 when he was 61. The alleged harassment continued for roughly 10 months and included verbal harassment, which Stamey described as escalating to the point where he “caught old age insults practically every morning on [his] way into the building, when [he] left for the day, during breaks, and whenever [he] walked into other parts of the plant.” The harassment also included interference with Stamey’s work. His coworkers repeatedly defaced his workstation, writing profanity on his tool cabinet, in the bathroom, and around the plant, and zip-tying his tools together. He resigned in 2018 at age 62 and sued, alleging that the company constructively discharged him in violation of the Age Discrimination in Employment Act by refusing to address a relentless and ruthless campaign of age‐based harassment by his coworkers.The district court granted River Forest summary judgment. The Seventh Circuit reversed. While the case is close, viewing the facts and drawing all reasonable inferences in Stamey’s favor, a jury could return a verdict in Stamey’s favor. If Forest River shows that Stamey’s account lacks credibility, the company may prevail. View "Stamey v. Forest River, Inc." on Justia Law

Lam began working at Springs as its senior manager of global trade in 2019. She learned that three of Springs’s manufacturing facilities in Mexico were inaccurately tracking import and export inventories because computer systems were not properly integrated. While attempting to resolve the issue, Lam came to believe that a product Springs imported (cellular fabric blankets) originated in China and not, as the supplier insisted, in Taiwan and Malaysia. Fabrics originating in China were subject to a 25 percent tariff. She claims that she repeatedly stated that the company would need to pay higher tariffs, was “angrily berated,” and was told to continue classifying the fabrics as Taiwanese and Malaysian. She was placed on a performance improvement plan that cited her failure to adequately address the inventory problem, her failure to supplement tariff concerns with a “risk assessment,” a “solution,” or a “process change,” her reliance on outside consultants; and her inability to communicate concisely.Law was ultimately fired and sued, alleging that Springs retaliated against her, in violation of the False Claims Act, over her opinion that the company owed the 25 percent tariff, 31 U.S.C. 3730(h). The Seventh Circuit affirmed summary judgment in favor of Springs. Springs’s conduct falls short of “harassment” under section 3730(h)(1); Lam has not established a connection between the tariff violations she reported and the decision to fire her. View "Lam-Quang-Vinh v. Springs Window Fashions, LLC" on Justia Law

Dr. Lewis, a 60-year-old African American woman, alleges that Indiana Wesleyan University discriminated against her when it took away her supervisory responsibilities and ultimately eliminated her position. She brought various claims against the University under 42 U.S.C. 1981, Title VII of the Civil Rights Act of 1964, and the Age Discrimination in Employment Act. The district court granted the university summary judgment on her retaliation claims and concluded that she had waived her age discrimination claim but did not address Dr. Lewis’s race discrimination claim.The Seventh Circuit affirmed in part, finding that Lewis waived her age discrimination claim, but remanded the race discrimination claim, as requiring factual development. Even when viewed in the light most favorable to Dr. Lewis, the facts do not support a causal connection between her protected activity of complaining about discrimination and an adverse employment action of retaliation. View "Lewis v. Indiana Wesleyan University" on Justia Law

Ziccarelli began working as a corrections officer in 1989. He was previously fired and was reinstated after litigation. Ziccarelli developed serious health conditions for which he took 10-169 hours of annual leave under the Family and Medical Leave Act (FMLA), 29 U.S.C. 2601. In July 2016 he sought treatment for work-related PTSD; by September he had used 304 hours of his allowable 480 hours of annual FMLA leave. To seek permanent disability benefits, he needed to exhaust all his sick leave. Ziccarelli planned to enroll in an eight-week PTSD treatment program. Based on his conversation with the Sheriff’s Office’s FMLA manager, Shinnawi (the contents of which are disputed), Ziccarelli decided to retire.Ziccarelli filed suit under Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the FMLA. The district court granted the Sheriff’s Office summary judgment on all claims. Ziccarelli appealed only his FMLA claims, arguing that a reasonable jury could find that the Sheriff’s Office interfered with his FMLA rights during his conversation with Shinnawi by discouraging him from using leave and that the Sheriff’s Office constructively discharged him to retaliate against him for calling Shinnawi. The Seventh Circuit reversed in part. Ziccarelli presented sufficient evidence to defeat summary judgment on his claim of FMLA interference through alleged discouragement. The court affirmed with respect to the retaliation claim. View "Ziccarelli v. Dart" on Justia Law

In 2014, Abebe, a Black woman of Ethiopian origin, began working for Eskenazi Health’s Dental Clinic as a dental assistant. Abebe has had a record of behavior issues throughout her employment; one annual review suggested that she “work on her personal issues that are affecting her interaction with co-workers.” Another review noted that “when she gets upset, her attitude turns to shocking.” Abebe’s 2018 performance review led to Abebe not receiving a merit-based raise, noting three incidents during which Abebe made accusations against co-workers. Abebe contacted the EEOC and alleged for the first time that she had experienced race- and national origin-based discrimination. Abebe claims Eskenazi Health placed her on a Performance Improvement Plan after she spoke to the EEOC. The parties dispute whether the Plan was actually issued or merely discussed. Eskenazi Health decided, a month later, not to impose the Plan.Abebe sued under Title VII and 42 U.S.C. 1981, alleging discrimination and retaliation. The Seventh Circuit affirmed summary judgment in favor of Eskenazi. Abebe cannot establish a prima facie case of discrimination, nor can she demonstrate that Eskenazi’s reason for the low scores on her performance review was pretextual. Abebe fails to establish a causal connection between her contact with the EEOC and the issuance of the Performance Improvement Plan, nor that issuing the Plan was an adverse employment action. View "Abebe v. Health & Hospital Corp. of Marion County" on Justia Law

Ostrowski worked for the Lake County Sheriff’s Department before a workplace injury left him permanently disabled. He now receives a monthly pension payment from the County. Lake County’s disability pension plan does not provide cost-of-living increases, while its pension plan for non-disabled retirees does. Ostrowski filed suit, arguing that the difference between the plans violated the Equal Protection Clause, Title I of the Americans with Disabilities Act, 42 U.S.C. 12112, and the Rehabilitation Act, 29 U.S.C. 794. The district court held that Ostrowski’s suit was barred by a 2017 waiver that he signed while settling a “reasonable accommodation” claim against Lake County. The Seventh Circuit affirmed in part. Ostrowski’s claims were not barred by the waiver, but failed on the merits; the court noted a general exclusion in the agreement for matters affecting Ostrowski’s pension. Retired and other former workers are not protected by Title I of the ADA and Ostrowski forfeited his arguments with respect to the Rehabilitation Act. Ostrowski’s Equal Protection claim qualified only for rational basis review. Lake County has a legitimate interest in providing pension plans that meet the differing needs of distinct groups; the cost-of-living adjustment is one of several relevant differences in the plans. The court reversed an award of fees and costs. View "Ostrowski v. Lake County, Indiana" on Justia Law

RiverStone operates quarries in three midwestern states. Under a collective bargaining agreement (CBA), RiverStone contributed to the Fringe Benefit Funds for certain employees, based on hours worked by the members of the bargaining unit. The CBA expired in May 2016. Nothing in the agreement imposes on RiverStone an obligation to make contributions after the agreement. RiverStone sought a declaratory judgment that it had no obligation to make contributions to the employees’ pension fund on behalf of individuals hired after the CBA expired. The Funds filed a counterclaim.The district court granted RiverStone summary judgment, holding that RiverStone did not have a contractual duty to contribute to the Funds on behalf of the new employees and that it lacked jurisdiction to evaluate noncontractual sources of liability, such as the National Labor Relations Act (NLRA) so the dispute fell within the exclusive jurisdiction of the National Labor Relations Board. The Seventh Circuit affirmed. The dispute is over an obligation that does not arise under any contract. Once a CBA has expired, the Employee Retirement Income Security Act, 29 U.S.C. 1145, does not confer jurisdiction on the district court to determine whether the employer’s failure to make post-contract contributions violated the NLRA. View "RiverStone Group, Inc v. Midwest Operating Engineers Fringe Benefit Funds" on Justia Law

Indiana University hired Palmer, who is Black, as a lecturer in Business Marketing in 2010. In 2013, Palmer inquired about his potential for early promotion to senior lecturer. His Department Chair said that it was rare for lecturers to apply for senior lecturer prior to their sixth year and suggested that Palmer wait. Palmer did not apply for early promotion. In 2016, IU promoted Palmer to senior lecturer. Palmer also served as Diversity Coach in the MBA program, for an additional $25,000 per year and a reduced course load; he resigned as Diversity Coach after the 2016–2017 school year. . In 2016, the Marketing Department hired Gildea, who is white, as a new lecturer and as Director of the Business Marketing Academy (BMA). Palmer complained that Gildea’s base salary nearly matched Palmer’s base salary. Palmer earned $98,750; Gildea earned $94,000, with no other lecturer or senior lecturer in their department earning over $90,000. Palmer also complained of discrimination.Palmer filed an EEOC charge, alleging race discrimination in violation of Title VII, 42 U.S.C. 2000e-2(a)(1), and subsequently filed suit. Palmer’s failure-to-promote claim is time-barred. His unequal pay claim fails on the merits. Palmer enjoyed higher pay than all of his colleagues, except Gildea, who is not a proper comparator. View "Palmer v. Indiana University" on Justia Law

Perez began work at Staples in 2011 and became a sales representative in 2015. Perez’s performance issues began five months later. His supervisor, Coha placed Perez on a “weekly activity plan.” Six months later Perez was still not meeting the company’s objectives, so Coha placed him on another plan. The two met weekly to discuss Perez’s work. In 2016, Staples divided its sales representatives into account managers, who targeted repeat local business and account developers, who targeted larger, multiple-location accounts with higher dollar amounts. Perez was classified as an account manager. Coha reassigned some of Perez’s accounts. Perez’s job performance continued to falter; he was placed on another plan. While Perez was on the plan, he served jury duty and voiced his discomfort with his company’s sale of a detergent banned in another state. In June 2016, Staples terminated Perez’s employment.Perez sued, alleging violations of the Illinois Jury Act and the Illinois Whistleblower Act, and common-law retaliatory discharge. The Seventh Circuit affirmed summary judgment in favor of Staples. Perez was terminated not in retaliation for protected activities but because of his poor sales production. Staples documented his poor performance before the detergent issue arose; no reasonable jury could conclude that Staples fired Perez because of his jury service. View "Perez v. Staples Contract & Commercial, LLC" on Justia Law

Indiana legislators, lobbyists, and legislative staff enjoy a party on the day the legislature adjourns for the year. The March 2018 celebration was held at AJ’s Lounge in Indianapolis. Hill, the state’s Attorney General, appeared at the party and made passes at several women, moving from verbal to physical harassment, including groping. A special prosecutor concluded that criminal charges were inappropriate. The Indiana Supreme Court suspended Hill’s law license for 30 days, a punishment mitigated by his long, previously unblemished record. His bid for renomination failed. His term as Attorney General ended in January 2021.Women legislative employees filed suit under Title VII of the Civil Rights Act of 1964, other statutes, and Indiana’s common law. The district judge dismissed all claims against Hill without prejudice to their renewal in state court and dismissed all claims against Indiana, ruling that it is not the plaintiffs’ employer. Claims against the House and Senate remain pending in the district court. The Seventh Circuit affirmed the dismissals. Indiana cannot be treated as the plaintiffs’ “employer” under 42 U.S.C. 2000e(b), e–2(a). They were hired, and are supervised, by the House or Senate, which holds the sole power to discipline, fire, or reward them. The statute requires people to sue their own employers, so it is irrelevant whether the state employs the Attorney General. View "DaSilva v. State of Indiana" on Justia Law