On October 26, 2022, the U.S. Court of Appeals for the Seventh Circuit handed employers another reminder of the potential benefits of consistent management.
In Dunlevy v. Langfelder, the Seventh Circuit upheld the appeal of a white former employee after determining that the alleged misconduct that led to his firing was similar to the alleged misconduct of a black employee, who was not fired. Because the two employees were treated differently even though they had engaged in similar misconduct, the court found that a jury would have to decide if the white employee’s race had played a role in the termination of his employment. The case serves as an example that employers cannot discriminate against employees because of their race under state and federal employment discrimination laws.
In September 2017, Andrew Dunlevy was hired by the City of Springfield, Illinois, as a water meter reader. The City of Springfield also hired Tour Murray in September 2017 as a water meter reader. Both Dunlevy and Murray were subject to a twelve-month probationary period. They also received the same pay and reported to the same supervisor. Dunlevy is white and Murray is black.
Nearing the end of the probationary period, both Dunlevy and Murray were subjects of investigations due to allegations of misconduct. Dunlevy was discovered to have inaccurately recorded meter readings at seven different homes. Murray was found to have sometimes started work late, left work...
The incumbent Republican Congressman’s campaign told the Federal Election Commission Tuesday that the independent candidate is making false allegations to the federal agency, which is illegal. C...