This case tests the bounds of a public employer’s right to discharge or demote an employee for taking action on a matter of public concern. Under the balancing test in Pickering v. Board of Education of Township High School District 205, 391 U.S. 563, 568 (1968), we have long given public employers significant discretion to discipline employees if their conduct disrupts the workplace. That discr

The Millville Dallas Airmotive Plant Job Loss Notification Act, N.J.S.A. 34:21-1 to -7 (the New Jersey WARN Act or the Act), generally provides that under certain conditions employees are entitled to notice, or alternatively, severance pay, in the event of a transfer or termination of operations, or a mass layoff by an employer. This appeal requires us to consider the novel question of whether the

Arling Olson sued Polk County Sheriff Tim Moore on civil rights violation and retaliation theories claiming that Defendant retaliated against him when he ran against him for Sheriff in 2006. Plaintiff claimed that Moore instituted an internal investigation against him for allegedly cooperating with the State Division of Criminal Investigation in 2007 into whether Moore had surreptitiously videota

Appellant, Israel Hernandez, appeals from the trial court’s order rendering a no-evidence summary judgment in favor of appellee, Grey Wolf Drilling, L.P (“Grey Wolf”). We reverse and remand.

BACKGROUND

Hernandez was fifty-three years old and an employee of Grey Wolf when Grey Wolf terminated his employment on September 17, 2007. Following his termination, Hernandez

Plaintiff Yan Sui appeals from the judgment dismissing with prejudice his action against defendants Stephen D. Price and 2176 Pacific Homeowners Association after the court sustained without leave to amend defendants‟ demurrer to plaintiff‟s complaint. The court ruled the complaint did not state facts sufficient to constitute a cause of action and could not be fixed. We affirm.

FACTS

We are presented with one of the most expansive class actions ever. The District Court and the Court of Appealsapproved the certification of a class comprising about one and a half million plaintiffs, current and former female employees of petitioner Wal-Mart who allege that thediscretion exercised by their local supervisors over payand promotion matters violates Title VII by discriminat-ing again

{¶ 1} The issue presented in this appeal is whether Ohio should recognize a common-law tort claim for wrongful discharge in violation of public policy when an injured employee suffers retaliatory employment action after injury on the job but before the employee files a workers’ compensation claim or January Term, 2011 institutes, pursues, or testifies in any workers’ compensation proceeding.1

Appellant Nicholas Geleta alleges he was transferred to a position of less responsibility within the District of Columbia Department of Mental Health in retaliation for his statements corroborating a claim of racial discrimination against a Department official. The district court granted summary judgment for the District on the ground that Geleta failed to show that his transfer was a materially a

On May 1, 2007, Progressive Foam Technologies (PFT) fired Jason Hearst for job abandonment. Hearst—who had been on a medical leave of absence from PFT for nearly four months—filed this lawsuit against PFT and its Human Resources Director, Bill Larman (hereinafter, collectively, PFT), alleging violations of the Family and Medical Leave Act (FMLA), see 29 U.S.C. § 2612(a)(1), and the benefits-t

Wal-Mart Stores, Inc. ("Wal-Mart") terminated Chestine Clay in September of 2006. Clay sued Wal-Mart under the Minnesota Human Rights Act ("MHRA"), alleging that Wal-Mart terminated her and took other adverse employment actions against her because she made complaints of discrimination. The district court1 granted summary judgment in favor of Wal-Mart. Clay appeals, and we affirm.

I. Backgro

Lionel Pye appeals from the district court’s grant of summary judgment in favor of his former employer, NuAire, Inc. (“NuAire”), on his claims of race discrimination, hostile work environment, and termination as a result of retaliation, in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e-2000e-17, and the Minnesota Human Rights Act, Minn. Stat. § 363A.15 (“MHRA

The plaintiffs in this case are former nurses who worked in the health care unit of a privately run jail. They maintain that their employer, defendant CCA of Tennessee LLC (“CCA”), subjected them to racial discrimination and a hostile work environment, in violation of Title VII of the Civil Rights Act of 1964 and 42 U.S.C. § 1981. They also allege that their employment relationship ended when

Daniel Wackett sued the City of Beaver Dam and several current and former members of the Board of Public Works and City Council. Wackett alleged the defendants violated his First Amendment rights when he spoke out against their recommendation to purchase a Caterpillar front-end loader. He claims they retaliated against him by not appointing him Director of Public Works. Wackett also alleged supple

Plaintiff-Appellant Russell D. Warren (“Warren”) appeals the district court’s order granting Defendants-Appellees, Texas Disposal Systems, Inc.; Jimmy Gregory; and Texas Landfill Management, LLC’s (collectively “Texas Disposal”) motion for summary judgment on Warren’s claim of retaliation in violation of the Family Medical Leave Act (the “Act”). Reviewing the record de novo, Will

Plaintiff Steven S. Novick, who commenced the present
3 act.ion against defendants AXA Network, LLC ("AXA Network"), and
4 its s i ster company AXA Advisors , LLC ("AXA Advisors",
5 (collectively "AXA"), asserting claims of breach of contract and
6 various business torts in connection with AJ 7 termination of Novick's employment affiliation with AXA, has

Nancy Barbour sued South Central Communications on a employment discrimination and retaliation theories claiming that she was fired because she support another woman who claimed she was discriminated against because of her age and gender. Barbour was the office manager of the Knoxville office and answered the company's questions during an internal investigation after the discrimination claim. Sh

Patrick Kelley was an apprentice ironworker employed by respondent The Conco Companies (Conco). He complained that he was subjected to a barrage of sexually demeaning comments and gestures by his male supervisor, and later to similar comments by male coworkers, and that he was also subjected to physical threats by coworkers in retaliation for his complaints about his supervisor. Kelley‘s employe

A jury determined that DuPont Chambers Works1 (DuPont) violated the Conscientious Employee Protection Act (also referred to as CEPA), N.J.S.A. 34:19-1 to -8, by retaliating against one of its employees, plaintiff John Seddon, for reporting safety concerns about the company’s operation. The retaliatory acts caused Seddon to suffer, in effect, a mental breakdown rendering him unfit for continued e

Appellant HSS Systems, L.L.C., doing business as Shared Service Center--San Antonio, appeals the trial court's order denying its motion to compel arbitration of a retaliation claim filed by its former employee, appellee Jennie Lucan. Because we hold that no enforceable arbitration agreement exists, we affirm the trial court's denial of HSS Systems' motion.


BACKGROUND

HSS Systems

On May 1, 2007, Progressive Foam Technologies (PFT) fired Jason Hearst for job abandonment. Hearst—who had been on a medical leave of absence from PFT for nearly four months—filed this lawsuit against PFT and its Human Resources Director, Bill Larman (hereinafter, collectively, PFT), alleging violations of the Family and Medical Leave Act (FMLA), see 29 U.S.C. § 2612(a)(1), and the benefits-t

Wal-Mart Stores, Inc. ("Wal-Mart") terminated Chestine Clay in September of 2006. Clay sued Wal-Mart under the Minnesota Human Rights Act ("MHRA"), alleging that Wal-Mart terminated her and took other adverse employment actions against her because she made complaints of discrimination. The district court1 granted summary judgment in favor of Wal-Mart. Clay appeals, and we affirm.

I. Backgro

Paula Aduddell appeals from the district court’s grant of summary judgment in favor of her former employer, Gardner Tanenbaum Group, L.L.C. (“GTG”), on her claim of retaliation in violation of Title VII, 42 U.S.C. § 2000e- 5. The district court concluded both that Ms. Aduddell failed to raise a material dispute of fact with respect to pretext and that the claim was barred by a release conta

This case arose from the controversial late-night arrests and subsequent release of two Phoenix newspaper executives. As a result, Michael Lacey, Jim Larkin, and Phoenix New Times, LLC (Plaintiffs) sued various officials connected with the Maricopa County Attorney’s Office and the Sheriff’s Office, including the county attorney, the sheriff, and a special prosecutor. They alleged the special p

Maetta Vance was the only African- American working in her department at Ball State University (“Ball State”) when racially charged discord erupted. In 2005, Vance began filing complaints with Ball State about her coworkers’ offensive conduct, which included the use of racial epithets, references to the Ku Klux Klan, veiled threats of physical harm, and other unpleasantries. In 2006 she file

Maetta Vance was the only African-American working in her department at Ball State University(“Ball State”) when racially charged discord erupted. In 2005, Vance began filing complaints with Ball State about her coworkers’ offensive conduct, which included the use of racial epithets, references to the Ku Klux Klan, veiled threats of physical harm, and other unpleasantries. In 2006 she filed