Reynaga v. Roseburg Forest Products

District court erred in granting summary judgment to defendant employer as to the plaintiff's hostile work environment claim. A reasonable trier of fact could conclude that supervisor's conduct was sufficiently severe or pervasive to create a hostile work environment, and the employer knew about the supervisor's conduct and failed to take corrective remedial action. Plaintiff demonstrated the necessary prima facie case to survive summary judgment on his disparate treatment claim, based on the employer terminating his employment and breaking into his locker. Genuine disputes of fact existed as to whether employer's actions were motivated by intent to discriminate against plaintiff based on his Mexican origin, and as to whether plaintiff was legitimately fired for refusing work or was retaliated against for engaging in activity protected by Title VII.

Reynaga v. Roseburg Forest Products - filed Jan. 26, 2017
Cite as 2017 S.O.S. 14-35028

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