The U.S. Court of Appeals for the Second Circuit recently reversed a lower court’s summary judgment ruling in Knox v. CRC Management Co., LLC, reinstating a former laundromat employee’s employment discrimination claims. The plaintiff, Natasha Knox, who is of Jamaican descent, alleged that she was terminated under discriminatory and retaliatory circumstances after experiencing derogatory remarks, denial of disability accommodations, and wage discrepancies. Although Knox had taken $15 from the register to cover a work-related taxi fare, a practice she claimed was permitted with a receipt, the court found that her employer’s stated reason for termination may have been pretextual. The court emphasized the proximity of discriminatory remarks to the termination and the lack of employer response to her complaints as contributing factors warranting jury review.
The Second Circuit found that Knox’s testimony, including evidence of racially charged language, denial of accommodation after a documented injury, and unpaid labor, was sufficient to raise genuine disputes of material fact. By reinstating her claims of racial discrimination, retaliation, disability discrimination, hostile work environment, and unpaid wages, the court reinforced that employee testimony and patterns of employer inaction can substantiate a claim even in the absence of extensive documentary evidence. If you believe you have been illegally victimized by your employer or another person in the workplace, please contact us for a free consultation and case evaluation. You may telephone us at (619) 230-0063 or e-mail us at contactus@johnsonfistel.com.
The information above is not intended to and should not be construed as specific advice or recommendations for any individual. The opinions voiced are for general information only and are not intended to provide, and should not be relied on for tax, legal, or accounting advice. To discuss specific recommendations for any unique situation, please feel free to contact us.
