[
{
"case_number": "Civil Action No. 3:11-cv-00646-DJH",
"court": "United States District Court, Western District of Kentucky",
"date": "June 8, 2015",
"status": "Summary judgment granted in part and denied in part",
"topic": "Workers' Compensation Retaliation and Disability Discrimination",
"key_allegations": [
"Retaliation for pursuing a workers' compensation claim",
"Disability discrimination under the Kentucky Civil Rights Act"
],
"legal_reference": [
"Kentucky Civil Rights Act",
"Workers' Compensation statutes"
],
"summary": "Plaintiff Ronald Darby, a fleet mechanic, alleged that Gordon Food Services terminated his employment in retaliation for filing a workers' compensation claim following a shoulder injury. He also claimed disability discrimination, asserting that the company failed to accommodate his medical restrictions. The court found genuine disputes of material fact regarding the retaliation and discrimination claims, leading to a partial denial of summary judgment."
},
{
"case_number": "Not specified",
"agency": "U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP)",
"date": "May 11, 2016",
"settlement_amount": "$1.85 million",
"topic": "Gender-Based Hiring Discrimination",
"key_allegations": [
"Systematic discrimination against 926 qualified female applicants for entry-level laborer positions",
"Use of a strength test that disproportionately excluded female applicants"
],
"summary": "The OFCCP found that Gordon Food Service's hiring practices, including the use of a strength test not validated per the Uniform Guidelines on Employee Selection Procedures, resulted in the exclusion of qualified female applicants at warehouses in Michigan, Kentucky, and Wisconsin. The company agreed to pay $1.85 million in back wages and benefits and to hire 37 female applicants as part of the settlement."
},
{
"case_number": "No. 200568",
"court": "Michigan Court of Appeals",
"date": "March 10, 1998",
"status": "Mixed ruling; affirmed in part, reversed in part",
"topic": "Weight and Sex Discrimination",
"key_allegations": [
"Discrimination based on weight",
"Sex discrimination"
],
"legal_reference": [
"Michigan Civil Rights Act"
],
"summary": "Plaintiff Lillian Pinchock alleged that Gordon Food Service discriminated against her based on her weight and gender, leading to her termination. The trial court granted summary disposition in favor of the defendant, but the appellate court found that there were genuine issues of material fact regarding the discrimination claims, leading to a partial reversal."
},
{
"case_number": "3 F. Supp. 2d 850",
"court": "United States District Court, Northern District of Ohio",
"date": "April 16, 1998",
"status": "Summary judgment granted in favor of the defendant",
"topic": "Gender Discrimination and Defamation",
"key_allegations": [
"Gender-based employment discrimination",
"Defamation"
],
"legal_reference": [
"Title VII of the Civil Rights Act",
"Ohio Revised Code ยงยง 4112.02(A) and 4112.99"
],
"summary": "Plaintiff Komac alleged that Gordon Food Service treated her less favorably than male employees and terminated her for conduct that male employees also engaged in without repercussion. She also claimed defamation based on statements made by the company's employees. The court granted summary judgment in favor of Gordon Food Service, finding insufficient evidence to support the claims."
},
{
"case_number": "No. 193945",
"court": "Michigan Court of Appeals",
"date": "August 19, 1997",
"status": "Reversed trial court's denial of summary disposition; ruled in favor of the defendant",
"topic": "Marital Status Discrimination",
"key_allegations": [
"Discrimination based on marital status"
],
"legal_reference": [
"Michigan Civil Rights Act"
],
"summary": "Plaintiff Michael Ortman alleged that his termination was due to his marital status, as his wife and family did not relocate with him to his new sales territory. The court found that the company's requirement for salespeople to reside in their sales territories was not related to marital status and ruled in favor of Gordon Food Service."
},
{
"case_name": "Disability Discrimination",
"topic": "Legal protections against disability-based discrimination.",
"relevance": "Addresses employer liability in discrimination cases and may include retaliation elements.",
"legal_references": [
"ADA",
"EEOC Guidelines",
"State Anti-Discrimination Laws"
]
},
{
"case_name": "Pregnancy Discrimination and Duty to Reasonably Accommodate",
"topic": "Employer obligations for reasonable accommodations for pregnant employees.",
"relevance": "Intersects with ADA protections (e.g., accommodations, retaliation claims).",
"legal_references": [
"Pregnancy Discrimination Act",
"ADA",
"EEOC Regulations"
]
},
{
"case_name": "Retaliation Liability Standards and Defenses",
"topic": "Legal framework for analyzing employer retaliation claims.",
"relevance": "Includes employer defenses in retaliation lawsuits, crucial for ADA retaliation analysis.",
"legal_references": [
"ADA",
"Title VII of the Civil Rights Act",
"Supreme Court Precedents"
]
},
{
"case_name": "Brief in Support of Summary Judgment Motion (Disability Discrimination)",
"topic": "An analysis of an ADA-based case where summary judgment was requested.",
"relevance": "Shows how employers argue against retaliation/disability discrimination claims.",
"legal_references": [
"ADA",
"Federal Court Rulings",
"Employment Law Precedents"
]
},
{
"case_name": "Workplace Disability Determinations",
"topic": "Defines when a medical condition qualifies as a 'disability' under the ADA.",
"relevance": "Important for proving retaliation claims based on disability status.",
"legal_references": [
"ADA",
"EEOC Disability Guidelines",
"Case Law Interpretations"
]
},
{
"case_name": "Poplar v. Genesee County Road Commission",
"claims": [
"Employment Discrimination",
"Retaliation",
"Failure to Accommodate Disability"
],
"industry": "Public Sector Employment",
"key_facts": "Plaintiff faced retaliation after filing a complaint for race discrimination and disability accommodation.",
"outcome": "Employer reinstated the plaintiff after legal action.",
"legal_references": [
"ADA",
"State Labor Laws",
"Retaliation Protections"
]
},
{
"case_name": "EEOC vs. Hot Wheel City, Inc.",
"claims": [
"Retaliation",
"Sexual Harassment",
"Employment Discrimination"
],
"industry": "Retail (Service Industry)",
"key_facts": "Employer found liable for retaliatory termination and discrimination.",
"outcome": "Plaintiff won; employer held responsible for discrimination.",
"legal_references": [
"EEOC Regulations",
"Title VII of the Civil Rights Act",
"Retaliation Laws"
]
},
{
"case_name": "Michael Belanger v. Gordon Food Service, LLC",
"claims": [
"Age Discrimination",
"Wrongful Termination",
"Perceived Disability Discrimination"
],
"industry": "Food Service",
"key_facts": "A delivery driver alleged wrongful termination due to age and perceived disability.",
"outcome": "Case settled; employer avoided public verdict.",
"legal_references": [
"ADA",
"Age Discrimination in Employment Act (ADEA)",
"Employment Retaliation Laws"
]
},
{
"case_name": "Elana Tucker v. Koegel Meats, Inc.",
"claims": [
"Race Discrimination",
"Retaliation",
"Wrongful Termination"
],
"industry": "Meat Processing/Food Industry",
"key_facts": "A Black worker claimed she was fired in retaliation for filing discrimination complaints.",
"outcome": "Employer settled the case.",
"legal_references": [
"Title VII of the Civil Rights Act",
"EEOC Guidelines",
"Retaliation Protections"
]
},
{
"case_name": "Devakinanda Pasupuleti v. Hurley Hospital",
"claims": [
"Hostile Work Environment",
"Retaliation",
"Religious Discrimination"
],
"industry": "Healthcare (Food Services within hospital operations)",
"key_facts": "Plaintiff alleged wrongful termination after requesting religious accommodations.",
"outcome": "Court ruled that employer did not discriminate in making patient referrals.",
"legal_references": [
"Title VII",
"Religious Accommodation Laws",
"Retaliation Protections"
]
},
{
"case_id": "3:10-cv-01921-DMS-BGS",
"case_name": "EEOC v. Tarsadia Hotels dba Comfort Suites",
"docket_number": "3:10-cv-01921-DMS-BGS",
"court": {
"jurisdiction": "Federal",
"state": "California",
"county": "San Diego",
"judge": "Dana M. Sabraw"
},
"dates": {
"incident_date": "",
"complaint_filed": "",
"trial_start": "",
"verdict_date": "2011-11-03",
"settlement_date": "2011-12-05"
},
"plaintiff": {
"name": "Equal Employment Opportunity Commission",
"age": "",
"sex": "",
"occupation": "",
"legal_representatives": [
"Anna Y. Park (EEOC)",
"Michael J. Farrell (EEOC)",
"Carol A. Igoe (EEOC)"
]
},
"defendant": {
"name": "Tarsadia Hotels dba Comfort Suites",
"business_entity_type": "",
"legal_representatives": [
"Stephen R. Lueke (Ford & Harrison LLP)",
"Michelle Rapoport (Ford & Harrison LLP)"
]
},
"case_details": {
"claims": [
"ADA Violation",
"Failure to Accommodate"
],
"laws_applied": [
"Americans with Disabilities Act of 1990"
],
"key_allegations": [
"Denial of job coach accommodation",
"Retaliatory termination"
],
"employer_defense": [
"Fair treatment defense",
"Claimed ADA compliance"
]
},
"financials": {
"total_award": 132500,
"compensatory_damages": 125000,
"punitive_damages": 7500,
"back_pay": "",
"emotional_distress": "",
"legal_fees": ""
},
"evidence_summary": {
"plaintiff_evidence": [
"Job coach correspondence",
"Performance documentation"
],
"defense_evidence": [
"Employment policies",
"Performance review records"
]
},
"verdict": {
"jury_findings": [],
"settlement_terms": [
"$125,000 to claimant",
"$7,500 donation to Partnerships with Industry",
"ADA policy revisions",
"EEO consultant hiring"
],
"final_ruling": "Consent Decree Settlement"
},
"precedent_value": {
"comparative_cases": [],
"potential_impact_on_future_cases": "Clarifies reasonable accommodation requirements for job coaches under ADA"
},
"notes": {
"additional_information": "3-year consent decree with compliance reporting",
"source": "2011 Jury Verdicts LEXIS 200655"
}
},
{
"case_id": "93-30306/LAC",
"case_name": "Michael Olmsted v. Taco Bell Corp.",
"docket_number": "CV-22-987654",
"court": {
"jurisdiction": "Federal",
"state": "Florida",
"county": "Escambia",
"judge": "Lacey A. Collier"
},
"dates": {
"incident_date": "1990-10",
"complaint_filed": "",
"trial_start": "",
"verdict_date": "1996-10-10",
"settlement_date": ""
},
"plaintiff": {
"name": "Michael Olmsted",
"age": "29",
"sex": "Male",
"occupation": "Assistant General Manager",
"legal_representatives": [
"Robert A. Emmanuel (Emmanuel, Sheppard & Condon)",
"Erick M. Drlicka (Emmanuel, Sheppard & Condon)"
]
},
"defendant": {
"name": "Taco Bell Corp.",
"business_entity_type": "",
"legal_representatives": [
"Gerald S. Hartman (Swindler & Berlin)",
"Andrew L. Lipps (Swindler & Berlin)",
"Alesia H. Riff (Swindler & Berlin)",
"Ralph A. Peterson (Beggs & Lane)"
]
},
"case_details": {
"claims": [
"Title VII Retaliation",
"Section 1981 Violation"
],
"laws_applied": [
"Civil Rights Act of 1964",
"Civil Rights Act of 1991"
],
"key_allegations": [
"Retaliation for reporting racial discrimination",
"Constructive demotion"
],
"employer_defense": [
"Statute of limitations",
"Policy violation justification"
]
},
"financials": {
"total_award": 3460000,
"compensatory_damages": 450000,
"punitive_damages": 3000000,
"back_pay": 10000,
"emotional_distress": "",
"legal_fees": ""
},
"evidence_summary": {
"plaintiff_evidence": [
"EEO complaint documentation",
"Management memos"
],
"defense_evidence": [
"Timekeeping records",
"Sick leave logs"
]
},
"verdict": {
"jury_findings": [
"Willful retaliation",
"Reckless indifference to rights"
],
"settlement_terms": [],
"final_ruling": "Judgment for Plaintiff"
},
"precedent_value": {
"comparative_cases": [],
"potential_impact_on_future_cases": "Establishes precedent for retaliation claims under Title VII"
},
"notes": {
"additional_information": "Jury awarded $3M punitive damages",
"source": "1996 FL Jury Verdicts Rptr. LEXIS 3785"
}
},
{
"case_id": "2:09-cv-04347-MMB",
"case_name": "EEOC v. Alstrun LLP d/b/a McDonald's",
"docket_number": "2:09-cv-04347-MMB",
"court": {
"jurisdiction": "Federal",
"state": "Pennsylvania",
"county": "Philadelphia",
"judge": "Michael M. Baylson"
},
"dates": {
"incident_date": "2008-12",
"complaint_filed": "2009-03-19",
"trial_start": "",
"verdict_date": "2010-02-25",
"settlement_date": ""
},
"plaintiff": {
"name": "Equal Employment Opportunity Commission",
"age": "",
"sex": "",
"occupation": "",
"legal_representatives": [
"Maria L. Salacuse (EEOC)",
"Debra M. Lawrence (EEOC)",
"Natasha Abel (EEOC)"
]
},
"defendant": {
"name": "Alstrun LLP d/b/a McDonald's",
"business_entity_type": "LLP",
"legal_representatives": [
"Patricia Fecile-Moreland (Marks, O'Neill, O'Brien & Courtney)"
]
},
"case_details": {
"claims": [
"ADA Violation",
"Constructive Discharge"
],
"laws_applied": [
"Americans with Disabilities Act"
],
"key_allegations": [
"Harassment of mentally disabled employee",
"Failure to address workplace threats"
],
"employer_defense": [
"Disputed harassment claims",
"Denied management transfers"
]
},
"financials": {
"total_award": 90000,
"compensatory_damages": 45000,
"punitive_damages": "",
"back_pay": 45000,
"emotional_distress": "",
"legal_fees": ""
},
"evidence_summary": {
"plaintiff_evidence": [
"Witness testimony from mother",
"Harassment logs"
],
"defense_evidence": [
"Employment records"
]
},
"verdict": {
"jury_findings": [],
"settlement_terms": [
"ADA compliance training",
"Workplace notice postings"
],
"final_ruling": "Settlement Agreement"
},
"precedent_value": {
"comparative_cases": [],
"potential_impact_on_future_cases": "Highlights employer liability for third-party harassment of disabled workers"
},
"notes": {
"additional_information": "Non-monetary ADA compliance measures included",
"source": "2010 Jury Verdicts LEXIS 33477"
}
},
{
"case_id": "3:16-cv-08809-AET-LHG",
"case_name": "Derek Chatman v. White Castle Systems, Inc.",
"docket_number": "3:16-cv-08809-AET-LHG",
"court": {
"jurisdiction": "Federal",
"state": "New Jersey",
"county": "",
"judge": "Anne E. Thompson"
},
"dates": {
"incident_date": "2015-06",
"complaint_filed": "2016-11-28",
"trial_start": "",
"verdict_date": "2017-05-02",
"settlement_date": "2017-07-06"
},
"plaintiff": {
"name": "Derek Chatman",
"age": "",
"sex": "Male",
"occupation": "General Manager",
"legal_representatives": [
"David Mikel Koller (Koller Law LLC)"
]
},
"defendant": {
"name": "White Castle Systems, Inc.",
"business_entity_type": "",
"legal_representatives": [
"Nina K. Markey (Littler Mendelson PC)",
"Wendy Sue Buckingham (Littler Mendelson PC)"
]
},
"case_details": {
"claims": [
"ADA Violation",
"FMLA Retaliation"
],
"laws_applied": [
"Americans with Disabilities Act",
"New Jersey Law Against Discrimination"
],
"key_allegations": [
"Failure to accommodate medical leave",
"Disparate disciplinary practices"
],
"employer_defense": [
"Cash handling policy enforcement",
"Leave expiration defense"
]
},
"financials": {
"total_award": "",
"compensatory_damages": "",
"punitive_damages": "",
"back_pay": "",
"emotional_distress": "",
"legal_fees": ""
},
"evidence_summary": {
"plaintiff_evidence": [
"Medical leave documentation",
"Supervisor communications"
],
"defense_evidence": [
"Cash handling policy records"
]
},
"verdict": {
"jury_findings": [],
"settlement_terms": [
"Confidential terms"
],
"final_ruling": "Dismissed with Prejudice"
},
"precedent_value": {
"comparative_cases": [],
"potential_impact_on_future_cases": "Emphasizes interactive process requirements under ADA"
},
"notes": {
"additional_information": "Settlement details remain undisclosed",
"source": "2017 Jury Verdicts LEXIS 79761"
}
}
]