Brown v. Howard University Hospital, U.S. District Court, District of Columbia, Case No: 1:14-cv-01019-RDM

Defendant’s Summary Judgment DENIED

We represent Fannie E. Brown, 62 year old African American, on an Age Discrimination claim. Ms. Brown was terminated by Defendant, Howard University Hospital in December, 2012. Defendant’s position statement to the EEOC contended that hospital wide restructuring caused Ms. Brown’s termination. We obtained damaging records in the litigation demonstrating that Ms. Brown was the only person to lose her job in this alleged restructuring and the hospital set the wheels in motion for her 40 year old replacement some seven months before. On March 25, 2016, U.S. District Court Judge, Randolph Moss DENIED Defendant’s Summary Judgment motion. Judge Moss’ opinion, reported by Legle.com is legally significant because it builds on recent case law that the only question at the Summary Judgment stage is whether Brown has “produced sufficient evidence for a reasonable jury to find that” Howard’s asserted nondiscriminatory reasons for firing Brown were “not the actual reason[s]” for firing her and that Howard “intentionally discriminated against” Brown. Judge Moss found that was precisely the case here and the plaintiff did not need to show a traditional prima-facie case.

http://www.leagle.com/decision/In%20FDCO%2020160325K70/BROWN%20v.%20HOWARD%20UNIVERSITY%20HOSPITAL