EEOC Tips for Employees: How Their Motion for Summary Judgement Can Help Us

Here are the resources I promised on how to defeat Motion for Summary Judgement:

An early "how to beat it" video I did on the subject:

Morris Fischer on Summary Judgement:

Crayon Law on Summary Judgement:

Advocate Lucinda on Summary Judgement:
Advocate Lucinda (Second channel?):

Morris Fischer on Summary Judgement:

Evidence & Summary Judgement:

[linpippin-porter]

You are truly a life savior for some of us. You keep me from giving up.

[linpippin-porter]

I have been told my story has never changed and that's why it is believable.

[richproulx]

Excellent examples of how to use NASA's arguments in summary judgment against them. I love the hope you spread through your channel!

[Adehead]

I’m waiting for answer but think they will do Motion To Dismiss like last time. It is good that they show their hand. Then you go for proving that Pretext. It’s a long process but I’m way less scared than before. Any reasonable person will see their actions were intentional to get me out of their because they did not like my views and therefore didn’t believe they had to accommodate me for physical and emotional issues.

[marlanabeasley]

All God be the glory amen ! Congrats and thank you for this video ! 🙌🏼✝️❤️

[Tee-hb]

Thank you for sharing your experience and information. I am at the Summary Judgment phase of my case and I am Pro Se. Videos like yours has helped me reach this point.

[DollysParadise]

Yes! I am getting ready for the rebuttal and I know there will be a lot of pretext.

Thanks, Lisa!!!

[ab]

😂😂😂😂😂 They notated you're laughter lol!! This was great! 💪🏾😂

[GCGreenwood]

I have been watching your videos. Thank you for providing guidance.

[marialove]

I love watching 👀 your video. You are one awesome lady. Your video have helped me so much. Keep up the great work! 👍

[ray-hrpv]

Good video, Pretext is actually a complicated sometimes. Some judges will rule in favor of the employee based on strong pretext facts and evidence and some will apply a pretext plus standard by requiring additional evidence that shows a direct nexus between the pretext and discriminatory motives. Failure to accommodate cases are not complicated because you do not have to prove intent and you do not have to prove that you were treated differently outside your protected class. For example and employer can claim that all employees were required to follow a policy and you were treated no different the any other employees when you RA request was denied. However ADA states employers are required to modify work place policy's but only for disabled employees. However if the case is based on reprisal for requesting RA the Burdon of proof changes and the pretext standard could also change. For example an employer may grant our RA request but shortly after double our work load claiming his actions came from a business necessity. Because judges are prohibited from questioning an employers business judgment the pretext Burdon would be more complicated. Even if the employer contradicts him self he can still claim that his judgment was in error but but business necessity dictated his actions regardless. I'm just trying to point out that both cases are disability related but winning by pretext in one type of case may not cut it in another type of case. A another way to prove a case is that all the employer evidence is purely subjective and contradicted by the objective evidence in the record, This really isn't the same as proving a pretext but it does show your evidence has more weight than your employers. This can be powerful if you file your own MSJ because even though a judge cannot weigh the evidence at the MSJ stage, she can decide that their is no way for the defendant to prevail at a hearing and a hearing is not necessary. she should be informed of this in the legal arguments.

[linpippin-porter]

Hi-what is a good way to reach you. I would love to chat. I have to do something now.

[JamesWilson-piso]

If they make a summary judgment for dismissal, should I make a summary judgment for settlement or just let it go to trial?

[JG-kpkb]

Thanks soo much!
Is summary judgement same as Respondents response?

[RessurrectionGraves]

Did you file the motion for summary judgment too or just wait for the agencies motion to respond to?

[brim]

What would be the consequences if a complainant files a motion for summary judgement?

[ProSePlaintiff]

How long did it take for you to win your case in court? From filing the lawsuit to end of trial?

[karenhess]

I had to stop and go away. I must have misunderstood the title. Most EEOC cases don't reach trial and motion for summary judgement.

[QML]

- I've been watching your series and I have a question. I filed a case with EEOC & have been waiting 4 months for my interview. I went out to my Inquiry to update and add more information. The next day, I received an email from an Investigator saying that my claim may be invalid if it goes beyond 300 days. I replied to the investigator and told him I'm only 100 days past the date of last harm and I still wanted my interview on my case. I logged in again to add more information, and the portal says my case is closed. I emailed the investigator again to tell him I didn't not wish my case to be closed & I wanted it to be reopened, and my interview in 18 days to be honored.

Do you have any recommendations or advice for this situation? I never received any letters or emails stating they made a determination to close my case. Your thoughts are greatly appreciate it. Thanks!

[reyreyrey]

Great information on all your videos. Can i have your email to ask you a question?