Federal Employment Discrimination and Hostile Workplace Lawsuit Provides Guidance for Would-be Georgia Litigants

Filing a claim for employment discrimination is not a particularly difficult process, so long as the basic rules for form and timeliness are observed. Winning an employment discrimination lawsuit based on such a claim is a very different matter, however.

Simply believing that one has been the victim of unlawful actions in the workplace is not enough to prevail on a discrimination claim in a court of law. Rather, there must be competent, credible evident that will support each and every element of the plaintiff’s case.

In fact, a case will probably not even be submitted for a jury’s consideration unless there are genuine issues of material fact that, if resolved in the plaintiff’s favor, would entitle him or her to a legal remedy such as money damages or injunctive relief. Thus, it is very important that a would-be litigant in an Atlanta employment discrimination case seek the assistance of qualified legal counsel before going forward.

Facts of the Case

In a recent (unpublished) federal appeals court case, the plaintiff was a black male of Liberian descent. He worked as a morgue technician for the defendant governmental agency for around four months before he was terminated. Thereafter, the plaintiff, proceeding pro se (on his own behalf), filed suit in federal district court, asserting claims for wrongful discrimination based upon his race and national origin, as well as claims for retaliation and hostile work environment pursuant to Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2(a) and 2000e-3(a). The defendant sought dismissal of some of the plaintiff’s claims, asserting that, despite the plaintiff’s various allegations of mistreatment in the workplace, he had not stated a prima facie case for discrimination or retaliation. The federal district court granted summary judgment and judgment as a matter of law to the defendant on these issues, and the case proceeded to trial as to the plaintiff’s hostile workplace claim.

After the plaintiff’s presentation of evidence at trial, the defendant moved for judgment as a matter of law as to the hostile workplace claim. Noting that there was no evidence of harassment insomuch as the plaintiff did not testify at trial and the witnesses who presented testimony denied any allegations of harassment, the federal district court granted the defendant’s request for judgment as a matter of law. The plaintiff appealed, seeking appellate review of his claims.

The Appellate Court’s Decision

The United States Court of Appeals for the Eleventh Circuit affirmed the lower court’s ruling. The plaintiff argued that the lower tribunal had committed reversible error in 1) holding that he had failed to establish a prima facie case of race discrimination because he had not identified any similarly situated employees who were treated differently; 2) the granting of summary judgment based on a finding that the defendant had offered legitimate, non-discriminatory reasons for his termination and that he had not provided evidence sufficient to show pretext was erroneous; and 3) the trial court erred in granting judgment as a matter of law to the defendant with regard to his hostile-work-environment claim based on a finding that he had not presented sufficient evidence at trial that he had suffered race and national origin discrimination that was severe and pervasive enough to entitle him to relief under Title VII.

The reviewing court found no merit in any of the plaintiff’s arguments, observing that conclusory allegations had no probative value during summary judgment proceedings unless they were supported by specific facts and that, here, there were no genuine issues of material fact upon which a reasonable jury could have returned a verdict for the plaintiff. In so holding, the court noted that Title VII was not a “federal civility code” and that teasing or offhand comments would not usually amount to discrimination, nor would isolated incidents (unless they were “extremely serious,” which the court did not find to be true in the case at hand.)

Talk to a Discrimination Law Attorney in Atlanta

To discuss your potential hostile work environment claim with a member of the Parks, Chesin & Walbert legal team, please contact us at 877-986-5529 or use the “contact us” section of this website. We assist those in and around Atlanta with a wide variety of employment-related claims, including wrongful termination, sexual harassment, employment discrimination, and allegations of a hostile work environment.

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