As discussed above, Hauss allegedly misrepresented the erratic test results—which Dr. McKinnon and Audiologist Sanders attribute to Brown’s hearing disability—to the decisionmaker Goodson, thereby creating a factual issue as to whether Hauss exhibited disability-based animus. In turn, Goodson conducted a subsequent investigation into Brown’s conduct, including, among other things, consultation with Hauss. Goodson testified that he terminated Brown “purely based off what the T.K. Group told us about the hearing test that was taken” and that he never personally spoke to the T.K. Group employees, but relied on Hauss’ representation of her conversations with the technicians.

Brown v. Cooper Tire & Rubber Co., No. 1:13-cv-00176-SA-JMV, 2015 WL 4477564 at *4 (N.D. Miss. July 22, 2015)

 

In view of these expert opinions that Brown’s hearing impairment caused his unusual results, and given the fact that these results undisputedly resulted (one way or the other) in his termination, the Court finds sufficient evidence of a causal nexus between Brown’s disability and termination.

Brown v. Cooper Tire & Rubber Co., No. 1:13-cv-00176-SA-JMV, 2015 WL 4477564 at *3 (N.D. Miss. July 22, 2015)

Assuming Shannon authorized the Church to speak with the Seminary, the Church nevertheless was bound to communicate in accordance with the terms of its Agreement. We conclude that in signing the authorization, Shannon did not unequivocally manifest the intent not to assert any of her rights under the Agreement. In other words, Shannon did not authorize the Church to disparage her.

Shannon v. Memorial Drive Presbyterian Church, U.S., — S.W.3d —, No. 14-14-00359-CV 2015 WL 4463919 at *9 (Tex. App.—Houston [14th Dist.] July 21, 2015).

Here, the Church did not present evidence of any statements to the Seminary relating to Shannon’s violation of any policy of the Church or failure to perform her job as required by the Church. The Church did not establish that Steane’s statement expressing doubts about Shannon’s ability to solicit donations for the Seminary was related to the manner in which she performed her job at the Church. At most, one might infer that Shannon left the Church on unfavorable terms, but these statements provide no analysis of her attendance, attitudes, effort, knowledge, behavior, or skills as Elementary Ministries Director. Accordingly, the Church has not conclusively established its entitlement to summary judgment on the affirmative defense of immunity under chapter 103.

Shannon v. Memorial Drive Presbyterian Church, U.S., — S.W.3d —, No. 14-14-00359-CV 2015 WL 4463919 at *8 (Tex. App.—Houston [14th Dist.] July 21, 2015).

 

The Church moved only on the ministerial exception as a jurisdictional bar and did not move for summary judgment as to this affirmative defense. Accordingly, the trial court erred to the extent that it concluded it did not have subject matter jurisdiction over Shannon’s claims under the ministerial exception. We sustain Shannon’s fifth issue.

Shannon v. Memorial Drive Presbyterian Church, U.S., — S.W.3d —, No. 14-14-00359-CV 2015 WL 4463919 at *6 (Tex. App.—Houston [14th Dist.] July 21, 2015).

 

The Church argues that it is immune from suit because “what is ‘disparaging’ involves subjective judgment through the eyes of the Church.” To the contrary, applying the plain meaning of the word “disparage,” a factfinder could determine whether the Church belittled Shannon or “reduce[d her] in esteem or rank” when, as alleged, (1) a Church member initiated a conversation with the Seminary about Shannon’s references after Shannon already had been hired, (2) Winship, the Church’s head of human resources, told Gabbard, the representative from the Seminary, that she could not discuss the reasons Shannon left the Church but also “could not think of a circumstance under which the [C]hurch would rehire [Shannon] or that [Shannon] would want to come back,” and (3) Steane told Gabbard that “it should be obvious that there were issues, otherwise there would not be an agreement” and “it would be difficult for [Shannon] to carry out her duties as a fundraiser” anywhere in Houston. Although these facts may be disputed, they can be analyzed under a neutral definition in purely secular terms.

Shannon v. Memorial Drive Presbyterian Church, U.S., — S.W.3d —, No. 14-14-00359-CV 2015 WL 4463919 at *6 (Tex. App.—Houston [14th Dist.] July 21, 2015).

While courts determine the validity of arbitration agreements, whether the contract forbids collective arbitration does not fall within the limited circumstances under which “courts assume that the parties intended courts, not arbitrators, to decide a particular arbitration-related matter,” because the question involves contract interpretation regarding the “kind of arbitration proceeding the parties agreed to.

 

Robinson v. J&K Admin. Mgt. Servs., Inc, NO. 3:14-cv-00956-L, 2015 WL 1310213 at *4 (N.D.Tex. March 24, 2015)

“‘Commerce’ means trade, commerce, transportation, transmission, or communication among the several States or between any State and any place outside thereof.’ Plaintiff’s complaint alleges that Defendant itself has offices in four states and five countries. In addition, PetroMar’s business involves shipping in the oil and maritime industry, and its employees were sent to work on oil vessels. The Court can reasonably infer that this involves work ‘on goods or materials that have been moved in or produced for commerce by any person.’ Accordingly, the Court finds that Plaintiff has satisfied his pleading burden with respect to establishing that PetroMar is an ‘enterprise engaged in commerce.’”

 

Courtney v. PetroMar International, Inc., WL 3422445 (S.D. Tex. 2015)

“In the complaint, the Plaintiffs allege that (a) they are members of a protected class; (b) they were subjected to intentional discriminatory treatment during their employment with SLU; (c) similarly situated white employees were treated differently; (d) they were terminated due to their race; (e) Gandolfo was subjected to unwelcome sexual harassment that was willfully disregarded by the supervisors at SLU; and (f) they both made grievances to supervisors and filed EEOC complaints, but were subsequently given low performance reviews, suspended without pay, and ultimately terminated. Unlike the summary judgment standard that requires an evidentiary pleading standard, the Plaintiffs only need to allege sufficient facts at this stage to give the Defendants fair notice of the claims and the grounds upon which they rests. Here, the Plaintiffs’ allegations set forth the underlying facts concerning the various instances of the alleged discrimination as well as the key players in the discriminatory acts. These allegations are enough to make out a cognizable claim and provide fair notice to the Defendants of their claims.”

Jones v. Board of Supervisors of the University of Louisiana System, WL 3409477 (E.D. La. 2015)

“McMullin learned of the vacancy from the officer previously holding the position. ‘The standard procedure for applying for an open position…was to send a letter of interest after learning of an available position. So, McMullin submitted her letter of interest on February 27, 2012. It was Colonel Berry’s policy to ignore letters like Lieutenant McMullin’s “until the position is posted.’ The position was posted on March 26, 2012. ‘Colonel Berry took no action initially with respect to Lieutenant McMullin’s application because the Director’s position had not yet been ‘posted,’ but [] for some reason, Colonel Berry continued to ignore Lieutenant McMullin’s application after the Position Open Notice was released despite his policy to ignore early arriving applications only ‘until the position is posted.’ ‘[T]hese facts and reasonable inferences could support the conclusion that Lieutenant McMullin applied for the Director’s position and was rejected.’ This is an issue for a factfinder to resolve.”

McMullin v. Mississippi Department of Safety, No. 14–60366, 2015 WL 1529108 (5th Cir. 2015)