Lindsay-Felton v. FQSR LLC

A plaintiff who resigned from her employment based on alleged race discrimination can take her hostile-work-environment claim to a jury, based on her immediate supervisor’s conduct. His comments about the plaintiff’s “culture” and his use of the term “cockroach” could be untethered to race, but a reasonable fact-finder could conclude otherwise, particularly if he or she also credited the supervisor’s repeated use of a racial slur in the workplace.

However, the evidence is insufficient as a matter of law to demonstrate that the plaintiff was constructively discharged or that her supervisor retaliated against her.

Motion for summary judgment granted in part and denied in part.

Lindsay-Felton v. FQSR LLC, No.2:17cv559, Nov. 7, 2018. EDVA at Norfolk (Davis).



Categories: Opinions, U.S. District Court - Eastern District of Virginia

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