Discrimination Cases

wrongful discharge, public policy, R.C. 4112.14, age discrimination, Civ.R. 56, visiting judge

Civ.R. 56/summary judgment disability discrimination. The trial court erred by granting summary judgment in appellee's favor. Appellant presented evidence sufficient enough to create a genuine issue of material fact.

disability discrimination - age discrimination - legitimate, nondiscriminatory basis for employment action - pretext - timing of notifying employer

Limitations agreement contained in an employment application is enforceable as a contract where it is supported by consideration in the form of the employer's promise to review the prospective employee's application.

The parties in this case are before the Supreme Court on cross-appeals from a Superior Court judgment following a jury verdict in favor of the plaintiff, Matthieu W. Yangambi (plaintiff), on a single claim of employment discrimination based on national origin. The defendants, the Providence School…

R.C. 4112.14 to successfully assert an age discrimination claim, a plaintiff must establish a prima facie case plaintiff failed to demonstrate that she had been replaced by a substantially younger person.

EMPLOYER/EMPLOYEE/EMPLOYMENT RELATIONS - breach of contract R.C. 3319.17 age discrimination R.C. 4112.14 in an indirect evidence case courts employ a four-part test to establish a prima facie case of age discrimination constructive discharge.

CIVIL - reverse discrimination Ohio Civil Rights Commission random draw apprenticeship program unlawful practice R.C. 4112 probable cause application of prior federal court decisions manifest imbalance voluntary affirmative action plan prima facie case

Trial court did not err in granting an employer's motion for judgment notwithstanding the verdict and alternative motion for new trial on a former employee's race-based discrimination claim under the McDonnell Douglas framework where the employee admitted to accessing a patient's confidential…