No specific laws identified for this ruling.
The court granted summary judgment to the Ohio Department of Youth Services on the African American probationary teacher's race discrimination and retaliation claims, finding she failed to identify similarly situated comparators and could not establish a prima facie case.
Summary judgment Civ.R. 56 employment discrimination retaliation R.C. 4112.02. As plaintiff could not show that a similarly situated, non-protected person was treated more favorably, she did not establish a prima facie case of discrimination. Additionally, the court determined that no reasonable finder of fact could conclude that plaintiff established a prima facie case of retaliation. Plaintiff failed to adduce evidence of a causal connection between her participation in an interview with an investigator and her termination. Defendant's motion for summary judgment was granted.
This summary was generated to explain the ruling in plain English and is not legal advice.
Civ.R. 56(C), R.C. 4112. Defendants filed a motion for summary judgment on Plaintiff Guess' claim for retaliation and Plaintiffs' claims for racial discrimination and hostile work environment created by racial harassment. The Court found that Plaintiff Guess' retaliation claim was time-barred. Additionally, the Court found that Plaintiffs could not establish that Defendants treated a non-protected, similarly-situated person more favorably. Also, the Court found that Plaintiffs could not establish that any alleged harassment was severe enough to create a hostile work environment or that it was based on race. Because there was no genuine issues of material fact that Plaintiffs could not establish their prima facie cases, the Court found that Defendants were entitled to judgment as a matter of law on Plaintiffs' claims.
Civ.R. 56(C), employment discrimination. Plaintiff, a former employee of defendant, filed an action asserting that defendant was liable to her for employment discrimination based upon her race, age, and gender. Defendant filed a motion for summary judgment arguing that plaintiff cannot prove that her position was filled by a member outside the protected class or that her position was filled by a similarly situated probationary employee who engaged in the same conduct was treated more favorably than she was under similar circumstances. The court granted defendant's motion, finding that plaintiff had not presented any evidence that defendant treated her less favorably than similarly situated probationary employees and, thus, could not establish her prima facie case.
Employer and employee—Public employment—System of awarding compensatory time for extra hours worked and deducting compensatory time for hours absent does not destroy an employee's salaried exempt status, when.
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