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LA: Jones Act Claim for Mental Injury Can Proceed in Light of Noose in Workplace

In Thompson v. Cenac Towing Co., the court analyzed a grant of summary judgment in a company’s favor after a noose-like rope was found hanging in a maritime workplace and held that the trial court had improperly weighed the credibility of the plaintiff’s testimony. ....

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Louisiana Court Rules Jones Act Claim for Mental Injury Can Proceed in Light of Noose in Maritime Workplace | Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

Recently, the Louisiana Court of Appeal, First Circuit, in
Thompson v. Cenac Towing Co.,
L.L.C., analyzed a trial court’s grant of summary judgment in a company’s favor after a noose-like rope was found hanging in a maritime workplace and held that the trial court had improperly weighed the credibility of the plaintiff’s testimony, resulting in the reversal and remand of the case.
Although the
Thompson case arose under the Jones Act and federal maritime law, its holding reflects legal principles developed through unlawful harassment litigation under the Louisiana Employment Discrimination Law and Title VII of the Civil Rights Act of 1964. The appellate court noted that “[i]t appear[ed] from the record that the plaintiff did not pursue the claims made in his petition for any employment-related damages for racial discrimination, hostile work environment, constructive discharge, or loss of benefits because of his race. Thus, from the record it appears that ....

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Retention Raises May Be Unlawful Employment Discrimination

Tuesday, June 1, 2021
An opinion from the Ninth Circuit Court of Appeals earlier this year,
Freyd v. Oregon, clarifies what may constitute unintentional, but still illegal, discrimination under federal anti-discrimination laws. This ruling on the use of “retention raises” could have a significant impact in many corporate settings as well, particularly since this same analysis should apply to “retention bonuses.”
“Disparate Impact” Claims Under Title VII
Under Title VII of the Civil Rights Act of 1964, a facially neutral employment policy may have an unlawful “disparate impact” if its effects are disproportionately felt by members of a specific sex, race, color, religion, or national origin. 42 U.S.C §2000e-2(k)(1)(A)(i). ....

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