Filed Date: Oct. 2, 1996
Closed Date: Nov. 9, 1999
Clearinghouse coding complete
The EEOC's Seattle office filed this suit on October 2, 1996 in the U.S. District Court for the District of Alaska. The EEOC alleged that the defendant, Sisters of Providence Hospital, Anchorage, violated the ADA by terminating the complainant. The complainant had been on medical leave after suffering a stroke. He was terminated at the end of his allotted leave because he did not apply for an extension.
The defendant filed two motions for summary judgment and the EEOC filed one partial motion for summary judgment. The defendant's first motion for summary judgment was denied, but its second motion was granted. The EEOC's partial motion for summary judgment was denied. After the court granted the defendant's motion for summary judgment, it dismissed the plaintiff's complaint with prejudice on April 6, 1998. The EEOC appealed the District Court's ruling. The 9th Circuit Court of Appeals affirmed the lower court's decision on November 9, 1999.
EEOC v. Sisters of Providence Hospital, No. 98-35506, 191 F.3d 460 (9th Cir. 2003).
Summary Authors
William Burns (8/18/2007)
Last updated Feb. 23, 2024, 4:26 a.m.
Docket sheet not available via the Clearinghouse.State / Territory: Alaska
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Oct. 2, 1996
Closing Date: Nov. 9, 1999
Case Ongoing: No
Plaintiffs
Plaintiff Description:
Equal Employment Opportunity Commission, on behalf of one or more workers.
Plaintiff Type(s):
Attorney Organizations:
Public Interest Lawyer: Yes
Filed Pro Se: No
Class Action Sought: No
Class Action Outcome: Not sought
Defendants
Sisters of Providence Hospital, Anchorage (Anchorage, AK), Private Entity/Person
Case Details
Causes of Action:
Americans with Disabilities Act (ADA), 42 U.S.C. §§ 12111 et seq.
Available Documents:
Outcome
Prevailing Party: Defendant
Nature of Relief:
Source of Relief:
Issues
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Discrimination-basis:
Disability (inc. reasonable accommodations)
EEOC-centric: