Taylor v. Giant of Maryland, LLC
Annotate this CaseEmployee filed a complaint against Employer, claiming (1) racial and sex discrimination after Employer required her to undergo an independent medical examination for a gynecological condition, and (2) retaliatory termination of her employment. A jury held for Employee on the issues of sex discrimination and retaliatory termination. Employee was awarded damages and attorney's fees. The court of special appeals reversed, holding that Employee's claims were preempted by the Labor-Management Relations Act, and even if they were not, Employee failed to adduce sufficient evidence of her claims. The Court of Appeals reversed, holding (1) the court of special appeals' erred in determining that Employee's retaliation claim was preempted where it was independent of a collective-bargaining agreement; (2) the court of special appeals erred in its analysis of the comparator evidence in the context of Employee's claim of disparate treatment; (3) Employee presented legally sufficient evidence that she was subject to retaliatory treatment.
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