The employer learned that one of its employees was pregnant and included her in a two employee layoff. The Eighth Circuit found that she could not rebut the employer’s assertion that she was the least valuable employee in her department based on seniority, productivity, project load and flexibility. Case dismissed.

An IBM Account Manager was told she would be laid off 10 days after returning from maternity leave. The fact that six men and four women were laid off from her work team did not statistically support her claim. The Court would not second guess IBM’s decision.

A manager claimed age and gender discrimination after being assigned to a performance improvement plan. The Court found that the manager “cannot succeed on his claim of discrimination with respect to the Performance Improvement Plan because being required successfully to complete a plan is not an adverse employment action as a matter of law.”

Harrah’s Casino required female bartenders to wear makeup. Male bartenders were prohibited from wearing makeup. The Ninth Circuit found that this rule was not discriminatory because the Casino’s personal appearance policy did not impose an unequal burden on woman.

The teacher was told that she must recant her position on abortion or be fired. After she was fired, she brought a sex discrimination and Pregnancy Discrimination Act claim. The Court dismissed the case because it did not want to become entangled in church doctrine in violation of the First Amendment to the Constitution.

A CEO replaced a dental clinic director with his lesser-credentialed girlfriend. The Seventh Circuit holds that “a male executive’s romantically motivated favoritism toward a female subordinate is not sex discrimination. . .”