Case: Discrimination/Constructive Discharge (W.D. Pa.)

A federal district court in Pennsylvania denied ACA Compliance Group’s motion for summary judgment on a White, male, former employee’s claims alleging race and sex discrimination in violation of Title VII of the Civil Rights Act and the Pennsylvania Human Rights Act. ACA asserted that both parties intended to be bound by a settlement agreement; however, a reasonable jury could infer that a breakdown in communication through an unresponsive EEOC investigator prevented the parties from mutually assenting to be contractually bound by the agreement, which was mostly negotiated through email, the court said. Additionally, the fact that ACA didn’t attempt ...