8,571 employment law court rulings from public federal records (1889–2026)
Employment discrimination occurs when an employer treats an employee or applicant unfavorably because of a protected characteristic such as race, sex, age, disability, or religion. Federal laws including Title VII, the ADA, and the ADEA prohibit workplace discrimination. These cases often involve claims of disparate treatment or disparate impact on protected groups.
Employers most frequently appearing in discrimination rulings.
Appellant challenges the summary-judgment dismissal of her sex-discrimination and reprisal claims under the Minnesota Human Rights Act (MHRA), Minn. Stat. ∗ Retired judge of the Minnesota Court of Appeals, serving by appointment pursuant to Minn. Const. art. VI, § 10. 1 §§ 363A.01-.50 (2022 & Supp. 2023). Appellant's MHRA claims against respondent arise from respondent's decision to deny a promotion to appellant. Because no genuine issues of material fact exist regarding whether respondent's proffered nondiscriminatory reason for declining to promote appellant was a pretext for discrimination or reprisal, we affirm. We also grant respondent's motion to strike, and we deny appellant's motions. 2
The trial court did not err in granting summary judgment to appellee on appellant's race discrimination and sex discrimination claims. Judgment affirmed.
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Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The classification of claim types is based on automated analysis and may not reflect the full scope of each case.