Tyson v. Laidlaw

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• holding that “to qualify as protected activity, an employee’s complaints must still communicate ‘a belief that the employer has engaged in . . . a form of employment discrimination’ based on a protected class”
• holding that a plaintiff failed to allege a hostile work environment when 16 “[t]he alleged conduct consist[ed] primarily of denials of requests to supervisors, negative evaluations of his job performance, and [critical] emails from colleagues”
• finding plaintiff’s supervisor’s lone derogatory comment towards plaintiff that “I can’t work with Korean like you” insufficient to establish a hostile work environment
• finding plaintiff’s supervisor’s lone derogatory comment 7 towards plaintiff that “I can’t work with Korean like you” insufficient to establish a hostile work environment
• adverse employment actions typically include “discharge, demotion, decrease in pay or benefits, loss of job title or supervisory responsibility, or reduced opportunities for promotion”
• “However, to qualify as protected activity, an employee’s complaints must still communicate ‘a belief that the employer has engaged in a form of employment discrimination’ based on a protected class.”

Source: CourtListener parenthetical corpus (CC0).