Reynaga v. Roseburg Forest Products

Plaintiff filed suit against his former employer, Roseburg, alleging hostile work environment, disparate treatment, and retaliation in violation of state and federal civil rights laws. The district court granted Roseburg’s motion for summary judgment. In regard to the hostile work environment claim, the court held that Roseburg employee Timothy Branaugh's conduct was sufficiently severe or pervasive to create a hostile work environment, and Roseburg knew about Branaugh’s misconduct and failed to take effective remedial action. In regard to the disparate treatment claim, the court held that plaintiff demonstrated the necessary prima facie case to survive summary judgment based on Roseburg terminating plaintiff's employment and breaking into plaintiff's locker. The court held that there is a genuine dispute of fact as to Roseburg’s discriminatory intent regarding those challenged actions. Finally, in regard to the retaliatory termination claim, the court held that a reasonable trier of fact could conclude that Roseburg’s proffered reason for terminating plaintiff was pretextual. Accordingly, the court reversed and remanded the claims of hostile work environment, disparate treatment, and retaliation. The court affirmed the district court's grant of summary judgment on plaintiff's other claims. View "Reynaga v. Roseburg Forest Products" on Justia Law