The plaintiff was the co-manager of a Save-A-Lot grocery store in Memphis, Tennessee, where her immediate supervisor sexually harassed her daily and threatened to kill her if she reported the harassment. She reported him and transferred to another store, but suffered post-traumatic stress disorder (“PTSD”) and other psychological problems for which she sought medical treatment.
The plaintiff was employed by the defendant as a sales manager. Another sales manager in her office sexually harassed her verbally and physically. He repeatedly made sexually explicit comments towards her and grabbed her buttocks on one occasion. The plaintiff sued in the Hamilton County Circuit Court, alleging sexual harassment and constructive discharge in violation of the Tennessee Human Rights Act (“THRA”).
In Bellomy v. Autozone, Inc., (Tenn. Ct. App. 2009), (Bellomy I), the plaintiff applied for the position of store manager, but the promotion was given to a younger male employee who was claimed to have less experience. She sued her employer in the Hamilton County Chancery Court alleging sex discrimination and other tort claims.
The plaintiff was the manager of the Tennessee Department of Corrections' Murfreesboro probation office. He was fired after an anonymous letter was sent to the department alleging that the office was rife with sexual harassment, creating a hostile work environment. An administrative law judge reviewed the plaintiff’s termination and found it to be warranted.
The plaintiff was a 59 year-old male employee who was fired following his failure to disclose documents that he received from a customer. He filed suit in the Shelby County Circuit Court alleging both age and sex discrimination in violation of the Tennessee Human Rights Act. He asserted that a female employee in a similar situation was treated more favorably and that the firing was a pretext for replacing him with a younger female employee.
The plaintiff worked at-will as a sales representative for the defendant. Shortly after she started working there, she discovered that she was pregnant and informed her supervisor. Shortly after that, her supervisor informed her that her yearly salary would be halved, allegedly because she had failed to meet sales quotas. When she contacted the CEO (with whom she had interviewed) about her pay reduction, her supervisor informed her that it was inappropriate to go over his head.
South Central Correctional Facility (SCCF) is a medium-secure state correctional facility in Tennessee that is privately-managed (but not owned) by CoreCivic. In 2015, three women sued the facility after prison officials required them to verify that they were menstruating by exposing their genitalia before bringing feminine hygiene products into a male prison when visiting inmates.
The Equal Employment Opportunity Commission (EEOC), initiated sexual harassment and retaliation claims under Title VII against New Breed Logistics (defendant), on behalf of three employees.
The plaintiff-appellant was a theater professional who was openly gay. After complaining that a coworker had threatened him based on his sexual orientation, a union hiring hall of which he was a member refused to provide him with work. Gilbert sued his union and various employers, alleging, among other claims, discrimination under Title VII of the Civil Rights Act.
The plaintiff was a long-time employee of Tennessee Tech University’s facilities department, where she managed inventory and was required to make purchases of supplies and equipment. After she made a purchase that exceeded her $5,000 purchasing authority, her employment was terminated even though she had recruited multiple bids for the product and chose the best supplier. The plaintiff filed suit in the Putnam County Chancery Court for gender discrimination. The Court granted summary judgment in favor of the defendant.
