Quantcast

Tag Archives: Judge John A. Gibney Jr.

Termination may have been breach, not discrimination (access required)

Where an employee was found to have been at least partially responsible for a transportation failure that left more than 150 special needs students stranded on the first day of school, the employee’s subsequent termination did not constitute unlawful discrimination, ...

Read More »

Disability discrimination and retaliation claims go forward (access required)

Though claims were narrowed, a suit by a former employee of the Virginia Board for People with Disabilities who has cerebral palsy alleging her supervisors unfairly scrutinized, criticized and micromanaged her; and promoted a non-disabled person over her and finally ...

Read More »

Teacher’s assistant’s suit against school board narrowed (access required)

The employee alleged a school board and others violated his civil rights based on a custom or practice that allowed school officials to detain persons with scant evidence of wrongdoing, and that the board failed to properly train its personnel. ...

Read More »

School’s acts were not adverse employment actions (access required)

A woman’s assertion that her supervisor at VCU made several derogatory remarks about African-American women during a meeting was insufficient to support her discrimination and retaliation claims because she could not establish that the university’s actions, such as giving her ...

Read More »

Fair market value paid for properties condemned for pipeline (access required)

The court found that Atlantic Coast Pipeline offered evidence at trial as to the value of the easements condemned through its valuation expert, and landowners received fair market value for their properties. Background Atlantic Coast Pipeline LLC seeks to exercise ...

Read More »

Officer waited too long to assert Rehab Act claims (access required)

The dismissal of a parole officer’s discrimination claims was upheld, because they were filed under the Rehabilitation Act, which is governed by the two-year statute of limitations in the Maryland Fair Employment Practices Act rather than Maryland’s three-year statute of ...

Read More »