Discrimination, Retaliation, Wrongful Termination, and Unpaid Wages
“Close timing between an employee’s protected activity and an adverse action against her may provide a sufficient causal connection necessary for a showing of retaliation.”
A&L Industrial Services Inc. v. Oatis, 2013 WL 5970933 at *14 (Tex. App.—Houston [1st Dist.], no pet. November 7, 2013) (Huddle, Jennings, and Massengale, JJ.).
“Pretext may be shown ‘either through evidence of disparate treatment or by showing that the employer’s proffered explanation is false or unworthy of credence.”
Hoffman v. Baylor Health Care System, 2014 WL 772672 at *2 (N.D. Tex. February 27, 2014) (Lindsay, J.) (quoting Jackson v. Cal-Western Packaging Corp., 602 F.3d 374, 378 (5th…
“Denial of ‘administrative complaints and internal grievances,’ as well as informal criticisms, or changing an employee’s work schedule or hours are ‘merely administrative decisions’ that do not constitute an ‘ultimate employment decision’ as contemplated by Title VII.”
Williams v. Shred-It, 2013 WL 596110 at *4 (E.D. La. November 7, 2013) (Roby, J.).
“Plaintiff has presented evidence that raises a genuine issue of material fact in support of her claim…. Plaintiff has presented evidence that after execution of the Settlement Agreement, all managerial responsibilities included in her job description were removed.”
Nguyen v. Metropolitan Transit Authority of Harris County, 2013 WL 4506001 at *3 (S.D. Tex. August…
“The 2008 EEOC Charge was against [Defendant], not [alleged harasser]. It was [Defendant], not [alleged harasser], who entered into the settlement agreement to increase Plaintiff’s annual gross compensation, to pay her a lump sum, to raise her grade classification, and to pay her attorney’s fees. Plaintiff has presented credible evidence that [Defendant]’s executives and managers…
