Decatur Legal

Legal news and analysis, trusted referrals, legal fiction, sponsored by Radford Scott LLP

  • About
  • Trusted referrals
  • Blog
You are here: Home / Archives for Caleb Gross

Arizona Recognizes One Couple’s Same-sex Marriage

An Arizona District Court recently issued an emergency ruling that the state must recognize the marriage between Fred McQuire and George Martinez.   Before Martinez’s death, the partners of forty five years were married in California.   As described in this article, when Martinez was diagnosed with Prostate cancer, the two Arizona residents were married in California and filed an emergency request immediately upon their return home to have their marriage recognized by the state.

As Federal law does not award spousal social security benefits, nor veteran benefits, to surviving spouses that have been married less than nine months to a year, respectively, McQuire will not be able to stay in the couple’s home due to financial restrictions.   McQuire believes that his suit is not just about his relationship, stating, “People are being denied their rights of survivorship, their dignity, their right to live the rest of their lives in the way their spouse would want them to live.”

In his emergency motion, Judge John Sedwick states, “The court has not yet decided whether there is conflict between Arizona law and the Constitution, but the court has decided that it is probable that there is such a conflict so that Arizona will be required to permit same-sex marriages.”   In response to the state’s argument that Arizona’s current laws that define marriage do not discriminate, Judge Sedwick “The reason why couples such as McQuire and Martinez may not marry is precisely because of their sexual orientation.”

Because he is the judge that will decide both of Arizona’s current suits that challenge the state’s current definition of marriage, Judge Sedwick’s motion to recognize McQuire and Martinez’s marriage is an important step in the fight for marriage equality.

If you or someone you know believe their civil rights have been violated,  the team at Radford & Keebaugh can help.   Contact us by phone at (678) 369-3609 or use our contact form.

Pharmaceutical Company Faces Two Charges of Pregnancy Discrimination

A Texas pharmaceutical company faces charges of discrimination after firing two pregnant employees.   The two former employees of Pharmacy Solutions allege in their lawsuit that the owner of the company began the discriminatory treatment towards them after each informed him of her pregnancy.

Arian Lemon, former pharmacist for the company, alleges that after she requested time off for doctor appointments, management began to make disparaging remarks and terminated her three months after she took maternity leave.     Emilee Stephens, former pharmacy technician, faced similar discriminatory treatment after informing management she was pregnant and was ultimately terminated from the company in 2013.

As detailed in this article, the EEOC has filed approximately 45 complaints for alleged pregnancy discrimination, resulting in $3.5 million in damages.    In order to deter future discrimination, injunctive relief has been awarded against employers as well.

In the wake of the EEOC’s restructuring its policies on discrimination against pregnant workers, EEOC Regional Attorney, Robert Canino, “I am surprised that this issue continues to be a recurring theme in the workplace in this day and age.   We hope that by  continuing to increase public awareness through our law enforcement efforts, we will see more of an awakening by some companies about the right of a woman to hold on to her job and earn a living when she is expecting and during maternity leave.”

If you or someone you know thinks they have experienced discrimination due to pregnancy, the team at Radford & Keebaugh can help.   Contact us by phone at (678) 369-3609 or use out contact form.

 

 

 

Nursing Home Agrees To Pay Deaf Applicant $75,000

As detailed in this article, Stefan Denisiuk interviewed for for an open assistant cook position at  a New Jersey nursing home, Holly Manor, and was informed that he had the job.    Nursing home management later contacted Denisiuk and requested that he participate in a second interview.       It was during this interview that Denisiuk was questioned about  his communication abilities.    According to a suit filed by the EEOC, the nursing home did not hire Denisiuk due to his  hearing impairment.

A spokesperson for the Holly Manor stated, “Holly Manor and Genesis Healthcare are equal opportunity employers.   We do not tolerate discrimination of any kind.”

In addition to the $$75,000 to be paid to Denisiuk as part of a  consent decree reached between the parties, Holly Manor will change the job descriptions for the positions in question and will ensure that future applicants with disabilities will be given fair opportunity for jobs that they are qualified.

The Americans with Disabilities Act prohibits employers from refusing to hire qualified individuals due to a disability.

Regional attorney for the EEOC, “This case sends a message that is at the heart of the ADA: Job applicants with disabilities should be judged on their ability to do the job and should not be rejected based on preconceived, unfounded notions about their limitations.”

If you or someone you know believe they have experienced discrimination due to a disability, the team at Radford & Keebaugh can help.   Contact us by phone at (678) 369-3609 or use our contact form.

Same-Sex Marriage Bans Struck Down In Two Additional States

Wisconsin and Indiana are the latest states to join the nation’s  movement for the  recognition of marriage equality.   Recently,  the 7th Circuit Court of Appeals ruled unanimously to strike down the states’ ban on same-sex marriage.

In his recently issued Opinion Judge for the 7th Circuit,  Richard Posner, “The argument that the states press hardest in defense of their prohibition of same-sex marriage is that the only reason government encourages marriage is to induce heterosexuals to marry so that there will be fewer ‘accidental births,’ which when they occur outside of marriage often lead to abandonment of the child to the the mother (unaided by the father) or to foster care.   Overlooked by this argument is that many of those abandoned children are adopted by homosexual couples, and those children would be better off both emotionally and economically if their adoptive parents were married.”

Judge Posner, “Many people disapproved of interracial marriage, and, more to the point, many people strongly disapproved (and still strongly disapprove) of homosexual sex, yet Loving v. Virginia invalidated state laws banning interracial marriage, and Lawrence v. Texas invalidated state laws banning homosexual acts.”

In response to Wisconsin’s argument that marriage should be dictated by what has been traditionally accepted, Judge Posner states,” Laws forbidding  black-white marriage dated back to colonial times and were found in northern as well as southern colonies and states.    Tradition per se has no positive or negative significance.   There are good traditions, bad traditions pilloried in such famous literary stories as Franz Kafka’s ‘In the Penal Colony,’ and Shirley Jackson’s ‘The Lottery,’ bad traditions that are historical realities such as cannibalism, foot-binding, and suttee, and traditions that form a public-policy standpoint that are neither good nor bad (such as trick-or-treating on Halloween).   Tradition per se therefore cannot be a lawful ground for discrimination -regardless of the age of the tradition.”

As this nation heads into unknown territory concerning the consequences of recognizing same-sex marriage, Loving v. Virginia gives us insight into how our  legal system has evolved and continues to do so to protect the basic freedoms of this nation’s people.    Thoughts from the past, how ever archaic and prejudiced they may have been,  should not be forgotten.    In his argument that marriage should be kept between people of the same race, a trial judge stated, “Almighty God created the races white, black, yellow, malay and red, and he placed them on separate continents.   And, but for the interference with his arrangement, there would be no cause for such marriage.   The fact that he separated the races shows that he did not intend for the races to mix.”

 

 

 

 

HIV-Positive Job Applicant Receives 25K In Discrimination Settlement

In a suit filed in September, 2013, an East Texas man filed suit against Famous Chicken of Shreveport, LLC, parent company of a Popeye’s, for discrimination due to a disability.   According to this article, the Plaintiff applied for employment at a Popeye’s  located in Longview, Texas.   At the  time of his application with the fast food chain, the Plaintiff  had many years of experience working in a fast food environment, including working as a general manager.

When he interviewed with the general manager of Popeye’s, the Plaintiff was asked what specific  health issue had caused him to leave his previous job.    After responding that he is HIV-positive, the manager informed him that he could not work at Popeye’s due to his HIV status and promptly ended the interview.

The Food and Drug Administration’s Food Code does not list HIV as a disease that is transmitted through food.

In addition to the $25,000 awarded to the Plaintiff in this action,  the consent decree agreed to between the EEOC and Famous Chicken of Shreveport requires that the company provide its management with education in  federal anti-discrimination laws.

Joel Clark, attorney for the Plaintiff, “Pursuing this case is part of the EEOC’s overall strategic effort to encourage employers to prevent discrimination by making hiring decisions that are well-informed, rather than swap judgments that are based on myths, fears and stereotypes about people with HIV.”

If you or someone you know thinks they have experienced discrimination due to a disabilty, the team at Radford & Keebaugh can help.   Contact us by phone at (678) 369-3609 or use our contact form.

  • « Previous Page
  • 1
  • 2
  • 3
  • 4
  • …
  • 15
  • Next Page »

© 2025 Decatur Legal · Rainmaker Platform