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Access over workers' compensation decisions, including En Banc, Significant Panel Decisions, and writ-denied cases.

Case No. MISSING
Regular Panel Decision

State Division of Human Rights v. Elizabeth A. Horton Memorial Hospital

A proceeding was initiated by the State Division of Human Rights to enforce an order against Elizabeth A. Horton Memorial Hospital. The hospital had discriminated against a female employee by denying disability benefits for pregnancy-related disability, despite being a self-insured employer providing benefits under the Workers' Compensation Law. The State Division's order, affirmed by the State Human Rights Appeal Board, directed the hospital to pay benefits, furnish proof, and establish a nondiscrimination policy. The hospital failed to comply, leading to this enforcement action almost two years after the Appeal Board's order. The court granted the petition for enforcement, denied the hospital's cross-motion, found the enforcement proceeding timely and not barred by laches, and affirmed that the original discrimination finding was supported by substantial evidence.

Sex DiscriminationPregnancy Disability BenefitsEnforcement ProceedingHuman Rights LawWorkers' Compensation LawTimelinessLachesSubstantial EvidenceEmployer DiscriminationDisability Benefits Denial
References
4
Case No. MISSING
Regular Panel Decision

Plasti-Line, Inc. v. Tennessee Human Rights Commission

A private employer, referred to as 'Appellant', brought an action for declaratory judgment and injunctive relief, challenging the constitutionality of enforcement provisions within the Tennessee Human Rights Commission statutes (T.C.A. §§ 4-21-301 to 307). The Appellant argued that these statutes violated the separation of powers, the right to trial by jury, and judicial election provisions of the Tennessee Constitution. The Chancellor initially upheld the validity of the statutes and dismissed the action. The Supreme Court affirmed this decision, finding no merit in the Appellant's claims. The Court highlighted that the Human Rights Commission functions as an administrative agency, administering public policy, and its orders are subject to judicial review and enforcement by the chancery court, thus not violating constitutional principles.

Human Rights LawDiscrimination LawEmployment DiscriminationAdministrative LawConstitutional ChallengeSeparation of PowersRight to Jury TrialStatutory ValidityTennessee ConstitutionAppellate Decision
References
5
Case No. MISSING
Regular Panel Decision

Suffolk County Community College v. New York State Division of Human Rights

This case involves a proceeding initiated by Suffolk County Community College to review a determination by the New York State Division of Human Rights. The Division had previously found the college guilty of unlawful racially discriminatory practices and retaliation against an employee, awarding $50,000 in compensatory damages. The Division of Human Rights cross-petitioned to enforce this determination. Following a reversal and remittal by the Court of Appeals, the Appellate Division reviewed the matter. The court denied the branch of the cross-petition seeking to enforce the $50,000 compensatory damages award, finding it excessive due to insufficient evidence regarding the duration, severity, or consequences of the complainant's mental anguish related to racial discrimination. The determination was otherwise confirmed, and the case was remitted to the New York State Division of Human Rights for a new award of compensatory damages not exceeding $5,000.

Racial DiscriminationRetaliationCompensatory DamagesExcessive DamagesMental AnguishAdministrative Law ReviewHuman Rights LawAppellate ReviewRemittalSufficiency of Evidence
References
8
Case No. MISSING
Regular Panel Decision

Regal Entertainment Group v. New York State Division of Human Rights

Doudou B. Janneh was terminated from his employment at a movie theater after falling ill and being deemed ineligible for Family and Medical Leave Act (FMLA) leave. He subsequently filed a complaint with the State Division of Human Rights (SDHR), alleging disability discrimination. Although an Administrative Law Judge recommended dismissal, SDHR ultimately sustained the complaint but found no damages. The movie theater owner, referred to as the petitioner, initiated a proceeding to annul SDHR's determination. The court found that Janneh failed to establish a prima facie case of disability discrimination because he was unable to perform his job duties even with reasonable accommodation, which is not a protected disability under the Human Rights Law. Consequently, the court annulled SDHR's determination, granted the petitioner's request, dismissed Janneh's original complaint, and dismissed SDHR's cross-petition for enforcement.

Disability DiscriminationEmployment TerminationFamily and Medical Leave ActHuman Rights LawJudicial ReviewAdministrative LawPrima Facie CaseInability to Perform Job DutiesUnlawful Discriminatory PracticeArticle 15 Executive Law
References
12
Case No. MISSING
Regular Panel Decision

New York City Housing Authority Tenant Selection Division v. State Human Rights Appeal Board

The New York City Housing Authority (NYCHA) initiated a proceeding to review an order from the State Human Rights Appeal Board, which had affirmed a finding by the State Division of Human Rights that NYCHA discriminated against Constance Orlando, a mentally disabled public housing applicant. The court found insufficient evidence to support the discrimination claim. While acknowledging that denying housing solely based on mental disability is unlawful, the court determined that NYCHA denied Orlando's application due to a valid reason: her persistent disruptive, harassing, and threatening behavior, which made her an undesirable tenant according to housing regulations. Consequently, the court granted NYCHA's petition, annulled the Appeal Board's order, denied the cross-application for enforcement, and dismissed the complaint.

DiscriminationMental DisabilityPublic HousingTenant EligibilityUndesirable TenantExecutive LawJudicial ReviewAdministrative OrderDisruptive BehaviorHarassment
References
4
Case No. MISSING
Regular Panel Decision

J. W. Mays, Inc. v. New York State Human Rights Appeal Board

J. W. Mays, Inc. initiated a proceeding to review an order from the State Human Rights Appeal Board, which affirmed a previous order by the State Division of Human Rights. The original orders sustained a complaint against J. W. Mays, Inc. for sex discrimination and imposed a penalty. The State Division of Human Rights also cross-moved for enforcement of its order. The court found that J. W. Mays, Inc. failed to demonstrate a legitimate, non-discriminatory reason for transferring a female salesperson out of a department where all other salespersons were male. The court affirmed the prior order, dismissed J. W. Mays, Inc.'s proceeding, and granted the State Division's cross-application for enforcement, concluding that the transfer was based on sex discrimination.

Sex DiscriminationEmployment LawGender BiasWorkplace TransferHuman Rights LawExecutive LawAppellate ReviewBurden of ProofPrima Facie CaseUnlawful Discrimination
References
1
Case No. MISSING
Regular Panel Decision

North Shore University Hospital v. State Human Rights Appeal Board

This proceeding involved a review of an order from the State Human Rights Appeal Board, which affirmed a finding by the State Division of Human Rights that the petitioners had discriminated against complainant Essie Morris. The discrimination stemmed from the petitioners' failure to accommodate Morris's observance of the Sabbath and her subsequent employment termination, violating Executive Law § 296(10). The court found substantial evidence supporting the Division's finding that petitioners improperly placed the burden on Morris to find assignment swaps. It emphasized an employer's affirmative duty to reasonably accommodate religious beliefs. The petitioners also failed to demonstrate exemption from Executive Law § 296(10) under paragraphs (b) and (c). Consequently, the order was confirmed, and the petitioners' appeal was dismissed.

Religious DiscriminationSabbath ObservanceEmployment TerminationReasonable AccommodationExecutive Law § 296State Human Rights LawEmployer ResponsibilitySubstantial Evidence ReviewJudicial Review of Administrative OrderPetition Dismissal
References
3
Case No. MISSING
Regular Panel Decision

Cluett, Peabody & Co. v. New York State Division of Human Rights

This case addresses whether an arbitration proceeding, which determined a job classification was not discriminatory under a collective bargaining agreement but explicitly stated it lacked authority to rule on Human Rights Law violations, bars a subsequent proceeding before the State Division of Human Rights. Employees Betty Lingle and Joan Skinner initially filed a grievance and later complaints with the State Division of Human Rights alleging sex discrimination after their termination. Following an arbitration decision that denied relief but did not address Human Rights Law issues, their employer, Cluett, Peabody & Co., Inc., sought a judgment declaring the Division lacked jurisdiction due to election of remedies. The court, presided over by John W. Sweeny, J., held that the arbitration did not constitute an election of remedies precluding the State Division from proceeding, as the arbitrator had no authority to decide Human Rights Law issues. Consequently, the employer's motion to dismiss the complaint was granted, allowing the Human Rights Commission to continue with the employees' complaints.

DiscriminationSex DiscriminationHuman Rights LawArbitrationCollective Bargaining AgreementExclusive RemedyJurisdictionState Division of Human RightsSeniority RightsElection of Remedies
References
3
Case No. MISSING
Regular Panel Decision
Dec 18, 1980

Corbin, Ltd. v. State Division of Human Rights

The Human Rights Appeal Board's order, dated December 18, 1980, which upheld a finding of unlawful sex discrimination against petitioners, was unanimously annulled. The court granted the petition and dismissed the complaint, also denying the cross motion to enforce the Board's order. The decision found that the commissioner's determination lacked sufficient evidence. Specifically, the complainant was denied pregnancy-related disability benefits solely for not applying within the 26-week period stipulated by Workers’ Compensation Law § 217(1). The court deemed it speculative to assume petitioners would have denied an earlier application, noting a prior timely claim for similar benefits from this employer was paid.

Sex DiscriminationPregnancy DisabilityWorkers' Compensation LawTimeliness of ApplicationAdministrative ReviewEvidentiary StandardHuman Rights LawDisability BenefitsJudicial AnnulmentEmployment Discrimination
References
1
Case No. 13-01-00119-CV
Regular Panel Decision
Jun 06, 2002

McAllen Police Officer's Union and the City of McAllen, Texas v. Ricardo Tamez, Individually and as President of the McAllen Professional Law Enforcement Association, and McAllen Professional Law Enforcement Association

The City of McAllen and the McAllen Police Officers Union (appellants) appealed a district court order compelling an election to determine the exclusive bargaining agent for the city's police officers. The Thirteenth District Court of Appeals in Texas reversed the trial court's decision. The appellate court held that selection by petition is a proper method for designating a bargaining agent and found no evidence of coercion in the petition's circulation. It further concluded that the appellees, Ricardo Tamez and the McAllen Professional Law Enforcement Association, failed to provide 'substantial support' to warrant an election, thus denying their requests for a declaratory judgment and a writ of mandamus.

Collective BargainingPolice UnionLabor LawElectionPetitionSupervisor InfluenceMajority RepresentationTexas Local Government CodeNational Labor Relations ActAppellate Review
References
26
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