Sharon Snyder, a Kansas City, MO court clerk, was fired in June for giving a wrongfully accused man, Robert Nelson, a public document that showed him how to seek a DNA test. Robert Nelson was able to obtain a DNA test and he was released from prison 30 years after his wrongful rape conviction. Sharon Snyder gave Robert Nelson's sister a motion seeking DNA evidence from a different case. The motion was a public document, and Nelson's sister could have obtained it on her own if she had known where to look. However, five days after giving the motion to Nelson's sister, Sharon Snyder was forced into early retirement. Sharon Snyder, 70 years old, reported that she "would do it again" if she had to.
If you were wrongfully terminated from your job, please contact Ambuter Law for a free case evaluation.
Friday, August 16, 2013
Tuesday, August 13, 2013
Lawsuit against Paula Deen Dropped
On Monday, August 12, the federal judge presiding over the discrimination case against Paula Deen threw out the race discrimination charges.
Last year, Lisa Jackson sued Deen and her brother, Bubba Hiers, saying she suffered from sexual harassment and race discrimination during the five years she worked as the Manager at Uncle Bubba's Seafood and Oyster House. Deen is the co-owner of this restaurant which is primarily run by her brother.
On Monday, Judge William T. Moore, Jr. agreed with Deen's and Hiers's attorneys, finding that Jackson had no standing to sue her former employers for what she alleges was poor treatment black of workers, regardless of her claims that she was placed under stress due to the work environment. Jackson is white.
In his ruling, Moore wrote that, if anything, Jackson "is an accidental victim of the alleged racial discrimination. There are no allegations that defendant Hiers's racially offensive comments were either directed toward plaintiff or made with the intent to harass her."
The ruling lets stand Jackson's claims for sexual harassment from 2005 until 2010.
Deen's publicist said Monday Deen is pleased with the judge’s decision. "As Ms. Deen has stated before, she is confident that those who truly know how she lives her life know that she believes in equal opportunity, kindness and fairness for everyone."
However, due to the discrimination that was alleged against Deen, she was dropped from major corporate sponsors and the Food Network.
If you are the victim of discrimination in the workplace, please contact Ambuter Law for your free case evaluation.
Last year, Lisa Jackson sued Deen and her brother, Bubba Hiers, saying she suffered from sexual harassment and race discrimination during the five years she worked as the Manager at Uncle Bubba's Seafood and Oyster House. Deen is the co-owner of this restaurant which is primarily run by her brother.
On Monday, Judge William T. Moore, Jr. agreed with Deen's and Hiers's attorneys, finding that Jackson had no standing to sue her former employers for what she alleges was poor treatment black of workers, regardless of her claims that she was placed under stress due to the work environment. Jackson is white.
In his ruling, Moore wrote that, if anything, Jackson "is an accidental victim of the alleged racial discrimination. There are no allegations that defendant Hiers's racially offensive comments were either directed toward plaintiff or made with the intent to harass her."
The ruling lets stand Jackson's claims for sexual harassment from 2005 until 2010.
Deen's publicist said Monday Deen is pleased with the judge’s decision. "As Ms. Deen has stated before, she is confident that those who truly know how she lives her life know that she believes in equal opportunity, kindness and fairness for everyone."
However, due to the discrimination that was alleged against Deen, she was dropped from major corporate sponsors and the Food Network.
If you are the victim of discrimination in the workplace, please contact Ambuter Law for your free case evaluation.
Tuesday, August 6, 2013
Abercrombie & Fitch Under Investigation in France
In July, a French rights group, Le Defenseur Des Droits, announced that it was going to investigate Abercrombie & Fitch for possible discrimination. The activist group alleged that Abercrombie & Fitch's "models" are actually salespeople, and that Abercrombie & Fitch's hiring and recruiting practices are discriminatory.
The head of activist group, Dominque Baudis said that the retailer seems "to base its recruitment methods on discriminatory criteria and particularly on physical appearance."
Leon Glenister, a London based attorney, stated "the reason the company's recruitment attracts so much interest is for moral reasons rather than legal ones. But if a company says it only wants to hire good-looking people, they are in dangerous water."
While it isn't illegal to hire an individual based on looks, this opens the door to many legal pitfalls. According to Michael Scutt, an employment solicitor at Excello Law told CNBC, "for example, if a black person or older person is not hired because they are not 'attractive', they could be more likely to bring a discrimination case against the company on race or age grounds." Leon Glenister agreed with this statement. "In this case, the defendant can say it's justified because they have a business image to protect, which would be quite interesting," Glenister added.
Abercrombie's CEO Mike Jeffries admitted in 2006 that it deliberately recruited attractive staff for marketing reasons. "That's why we hire good-looking people in our stores," he said in the interview. "Because good-looking people attract other good-looking people, and we want to market to cool, good-looking people. We don't market to anyone other than that."
It will be interesting to see how the retailer handles the investigation by the French activivist group, as well as the potential other investigations that may follow.
If you are the victim of discrimination in the workplace, contact Ambuter Law for your free case evaluation.
The head of activist group, Dominque Baudis said that the retailer seems "to base its recruitment methods on discriminatory criteria and particularly on physical appearance."
Leon Glenister, a London based attorney, stated "the reason the company's recruitment attracts so much interest is for moral reasons rather than legal ones. But if a company says it only wants to hire good-looking people, they are in dangerous water."
While it isn't illegal to hire an individual based on looks, this opens the door to many legal pitfalls. According to Michael Scutt, an employment solicitor at Excello Law told CNBC, "for example, if a black person or older person is not hired because they are not 'attractive', they could be more likely to bring a discrimination case against the company on race or age grounds." Leon Glenister agreed with this statement. "In this case, the defendant can say it's justified because they have a business image to protect, which would be quite interesting," Glenister added.
Abercrombie's CEO Mike Jeffries admitted in 2006 that it deliberately recruited attractive staff for marketing reasons. "That's why we hire good-looking people in our stores," he said in the interview. "Because good-looking people attract other good-looking people, and we want to market to cool, good-looking people. We don't market to anyone other than that."
It will be interesting to see how the retailer handles the investigation by the French activivist group, as well as the potential other investigations that may follow.
If you are the victim of discrimination in the workplace, contact Ambuter Law for your free case evaluation.
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