In the case Love v. Columbus, 2021-Ohio-3494, the Tenth District Court of Appeals held that the trial court did not err in granting summary judgment in favor of the employer in a racial discrimination action.
Here, the employee worked for the city of Columbus and alleged that the employee was fired on the basis of race. The employer argued that there were numerous complaints made against the employee and that the employee violated a Last Chance Agreement, which led to the employee’s termination. The trial court agreed and granted summary judgment for the employer. The Court of Appeals agreed.
The Court of Appeals reasoned that the employer stated a legitimate, non-discriminatory purpose for the employee’s termination. Because the employer provided substantial evidence to prove this non-discriminatory purpose, the Court of Appeals found that the trial court did not err.
To read this case, click here.
Authors: Matthew John Markling and the McGown & Markling Team.
Note: This blog entry does not constitute – nor does it contain – legal advice. Legal jurisprudence is like the always-changing Midwestern weather. As a result, this single blog entry cannot substitute for consultation with a McGown & Markling attorney. If legal advice is needed with respect to a specific factual situation, please feel free to contact a McGown & Markling attorney.