McRAE v. DEPARTMENT OF CORRECTIONS AND REHABILITATION
Substantial evidence did not support jury's verdict that employee was subject of actionable retaliation where what employee contended was a continuous course of retaliatory conduct by her superiors in response to her filing an employment discrimination claim was in fact a series of unrelated events, occurring for different reasons and involving different persons; individual events did not amount to demotion, public humiliation, harassment, or otherwise affect terms and conditions of employment; and regarding transfer of employee to another worksite, employer stated valid, nondiscriminatory reasons for her transfer, including significant deterioration of her relationship with coworkers and her taking nonindustrial leave for nearly a year, which reasons employee did not show were pretextual.
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