Fact Issues Precluded Summary Judgment In Title VII Wrongful Termination Case
In this case, two Hispanic employees sued their employer, claiming they were wrongfully terminated. Denying summary judgment for the defendant employer, the United States District Court held that: (1) fact issues regarding the severity and pervasiveness of the plaintiffs’ superior's harassing conduct precluded summary judgment of no racially hostile work environment under Title VII; (2) there were fact issues whether the employer had provided procedures for resolving discrimination claims which the employees had not used; (3) there were fact issues whether the employees’ termination was retaliation, in violation of Title VII, the Age Discrimination in Employment Act (ADEA), and the Fair Labor Standards Act (FLSA); and (4) there were fact issues whether the employer had violated Sarbanes-Oxley Act (SOX), which provided whistleblower protection to the employees.
Reyna v. Conagra Foods, Inc.