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Plaintiff Andre Harvey, a Muslim inmate at the David Wade Correctional Center, filed this action against the Respondent, Chaplain Ray Anderson, for allegedly removing the Plaintiff from the list on inmates approved to receive a religious diet and for denying him access to the Islamic community chapel. The Respondent filed a motion for summary judgment, and the Plaintiff did not file any response.  The Magistrate judge determined that the Respondent did not remove the Plaintiff from the list without cause, but instead that the Plaintiff himself failed to attend Friday prayer services and continued to not attend religious events, thereby warranting his removal from a list of Muslim inmates. The Magistrate judge therefore recommended that the motion for summary judgment be granted, and the complaint be dismissed with prejudice.

The Court reversed the U.S. District Court for the Southern District of New York’s grant of summary judgment in favor of defendant prison officials, John McGinnis, Patrick McGann, and Gordon Lord. Plaintiff Wayne Ford sued under § 1983, alleging a violation of his First Amendment rights by the denial of his request to attend the Eid al-Fitr feast (the holiday at the end of Ramadan); prison officials had moved the event to fall several days after its official occurrence in order that it coincide with a weekend. Defendants argued that their denial of plaintiff inmate’s request to attend the event did not amount to a constitutional violation because the event, once moved, no longer fell on a date of religious significance. The Court concluded that summary judgment was inappropriate because the matter required closer scrutiny of the Turner/O’Lone Test (which balances prisoners' religious accommodation requests with legitimate penological concerns) than the District Court accorded it before finding in favor of either party.

The Court affirmed a decision by the U.S. District Court for the Western District of Wisconsin, granting summary judgment in favor of the plaintiff, Jerry Charles, who alleged a violation of his rights under the Religious Land Use and Institutionalized Persons Act (RLUIPA) to practice his religion. Specifically, the plaintiff requested accommodations that would allow him to have prayer oil, which he contended was a necessary part of his religious practice. The Department of Corrections challenged RLUIPA as unconstitutional, but the Court upheld the constitutionality of the statute.

Plaintiff Horace Crump, an inmate in the Michigan Department of Corrections, brought this compliant against the Respondent, Deputy Warden Winn at the Saginaw Correctional Facility, for changing the Muslim prayer time. Specifically, the Plaintiff alleged that the Respondent changed the Muslim prayer time in such a way as to place a substantial burden on the Plaintiff’s free exercise of his religion, and that this was done in retaliation for having complained about his and other Muslim inmates’ complaints during Ramadan. The Respondent filed a motion for summary judgment, and the case was referred for a report and recommendation by a magistrate judge. The magistrate judge determined that the Plaintiff did not suffer a substantial burden, because while the Respondent did not offer a specific penological justification for changing the prayer time, the prison immediately reinstated the religiously required Friday prayer time, such that the Plaintiff did not in fact suffer a “substantial burden” on the practice of his religion. The magistrate judge then found that the fact that the Plaintiff did not suffer a substantial burden on the practice of his religion also showed that he did not suffer adverse action, a necessary element of his retaliation claim. For these reasons, the magistrate judge recommended that the Respondent’s motion for summary judgment be granted, and that the complaint be dismissed with prejudice.

Plaintiff Abdus Shahid brought this claim against the Respondent, the Borough of Eddystone, for discrimination against him on the basis of race, national origin and religion after the Respondent deliberately engaged in a four-year-long campaign to prevent him from living in or renting out a property he owned in Eddystone because it did not want a Muslim in the area. Following the complaint, the Respondent filed a motion for summary judgment, which the District Court previously granted in part and denied in part, holding that while the Plaintiff was barred by the Heck v. Humphrey and Rooker-Feldman doctrines from challenging the validity of his convictions for violating Eddystone ordinances, there were also genuine issues of material fact that precluded summary judgment on the remaining claim that Eddystone denied him a certificate of occupancy and preventing him from renting the property because of his race, religion and national origin. Following a jury trial, the Court analyzed testimony evidence about alleged statements by Eddystone officials acknowledging the existence of a discriminatory housing policy and evidence that similarly situated white property owners were treated more favorably. However, the Court determined that the Plaintiff failed his burden of proof with regards to his claim that the Respondent violated his Fourteenth Amendment right to equal protection, because he produced no concrete credible evidence showing that he was treated differently than white property owners, and that the Respondent’s actions were anything other than genuine attempts to enforce the Eddystone housing code. The Court concluded that the Plaintiff failed to establish that the Respondent discriminated against him on the basis of race, religion or national origin. Therefore, the Court entered judgment in favor of the Respondent.

Plaintiff Leila Diab, an observant Muslim teacher who was hired to teach social studies and English as a second language, filed a suit against the Respondents, the Chicago Board of Education and John F. Kennedy High School Principal George Szkapiak, alleging that the Respondents discriminated and retaliated against her, and further subjected her to a hostile work environment, on the basis of her Islamic faith. The Plaintiff alleged that she was forced to resign from her teaching position following anti-Islamic comments made by the principal and various teachers at the Kennedy high school. The Plaintiff further claimed that she received a hate mail note (which read: “Israel is doing OK) and that her Qur'an was desecrated on school property [in violation of norms taken to be governed by Islamic ritual law, of treating the Qur'an with respect]. In response, the Respondents filed a motion for summary judgment, seeking dismissal of the complaint. The District Court determined that in order to prevail on her discrimination claims, the Plaintiff had to show that the Respondents subjected her to an adverse employment action, such as: "(1) termination or reduction in compensation, fringe benefits, or other financial terms of employment; (2) transfers or changes in job duties that cause an employee's skills to atrophy and reduce future career prospects; and (3) unbearable changes in job conditions, such as a hostile work environment or conditions amounting to constructive discharge." Barton v. Zimmer, Inc., 662 F.3d 448, 2011 WL 4921603, at *4 (7th Cir. 2011). The Court granted the Respondent’s motion as to the Plaintiff’s hostile work environment claims, finding that it could not conclude that a reasonable jury would find the note, taken together with the Qur'an incident nine months later, to create a hostile work environment. While the Court acknowledge that the incidents may have proved upsetting to her, it observed that the two incidents were not repeated and did not involve any physical contact or verbal abuse.

The plaintiff, Wafaa Elwakil, brought this action against her former employer, Target Media Partners, claiming a violation of her rights pursuant to Title VII of the Civil Rights Act. The plaintiff claimed that the company subjected her to discriminatory treatment because of her race, religion, and ethnicity; created a hostile work environment; and unlawfully retaliated against her for filing a complaint with the Kenner Police Department. The company filed a motion to dismiss. The District Court dismissed the plaintiff's claims for Title VII discrimination, hostile work environment, and retaliation because the court found that the evidence indicated that the plaintiff did not engage in a "protected activity" for the purposes of her Title VII claim.

The plaintiff, Dominic Ali, a Muslim inmate at the Northern New Hampshire Correctional Facility, sued several prison officials for allegedly violating his rights under the First and Fourteenth Amendments, the Religious Land Use and Institutionalized Persons Act (RLUIPA), and the state's constitution. The plaintiff alleged that the prison failed to provide jumu'a (Friday prayer) services for Muslim inmates, failed to ensure that he was provided with healthy food during Ramadan (the Islamic month of fasting), and denied him the ability to observe Ramadan by removing his name from the prison's internal Ramadan fasting list. The defendants filed a motion for summary judgment, arguing that the plaintiff's claims should be dismissed because he did not exhaust his administrative remedies before bringing suit. The Court agreed: it found that the plaintiff had not brought his grievances to the attention of the prison's commissioner, and therefore granted the defendants' motion.

The petitioners, Elwood "Atheem" Small and Parlie DuBose, Jr., alleged that their First, Fourth, and Fourteenth Amendment rights were violated when they were strip-searched in the presence of women and when their participation in religious holiday events was, according to prison policy, conditioned upon their signing a document that allegedly placed restrictions on their religious practice. The U.S. District Court for the Western District of Pennsylvania granted the respondent's motion to dismiss the claim. The petitioners appealed. The Appellate Court affirmed the District Court's dismissal. The Appellate Court held that the Ramadan policy was reasonably related to legitimate penological interests. The Appellate Court also determined that the practice of strip-searching the petitioners in a group of inmates in the presence of female staff members did not violate the petitioners' Fourth Amendment rights, because exigent circumstances existed that necessitated the search.

The plaintiff, Regina Z. Muhammad, filed a lawsuit against her former employer, Westinghouse Electric Company LLC, asserting claims of religious and sexual harassment, religious-based disparate treatment, and retaliation under Title VII. The plaintiff contended that after her supervisor discovered she was Muslim, he made a number of discriminatory comments, and then certified other employees with whom the plaintiff had been co-trained, but not the plaintiff. The respondent subsequently filed a motion to dismiss. The District Court denied the respondent's motion to dismiss, finding that the plaintiff could prove that her lack of training, which ultimately resulted in her termination, had a significant detrimental effect on her employment.

The plaintiff, Raymond Miller, brought this action pursuant to 42 U.S.C. § 1983, alleging that the defendants, employees at the St. Lawrence County Correctional Facility (New York), violated his free exercise rights under the First Amendment by restricting his ability to practice Islam. The plaintiff alleged that the defendants only allowed him to wear his kufi headgear when inside his cell. The District Court granted the defendants' motion for summary judgment, determining that the defendants' policies were not irrational or unreasonable, and that the plaintiff had failed to demonstrate "that a more reasonable accommodation could have been made."

The plaintiffs, a group of inmates held at the Massachusetts Correctional Institute in Concord, filed suit against Massachusetts prison officials for alleged violations of their rights under the First and Fourteenth Amendments and the Religious Land Use and Institutionalized Persons Act (RLUIPA). The plaintiffs alleged that the prison officials violated these rights by refusing to provide separate accommodations for adherents of the Nation of Islam, whose practices (according to one of the plaintiffs) are "distinctly different" from those of Sunnī Islam. The magistrate judge recommended that the defendants' motion to dismiss be allowed because the plaintiffs had not yet exhausted their administrative remedies within the prison system.

The plaintiff, Dennis Balk, a former professor at the New York Institute of Technology (NYIT) in Bahrain, brought this suit against the New York Institute of Technology after he was fired. Balk alleged that he was fired from his position after a daily Bahrain newspaper, Al-Ayam, published an article stating that he had posted to his class website a controversial cartoon depicting the Prophet Muhammad in rags. Balk brought this claim, which alleged discrimination based on race, religion, and national origin in violation of Title VII. The plaintiff also brought a motion to compel the deposition of Dr. Mohammed Hussein, the Executive Director of the Middle East for NYIT. The District Court determined that Dr. Hussein's deposition was necessary in the "interest of justice" within the meaning of the Walsh Act because of his alleged involvement in the plaintiff's firing. The District Court additionally found that given Dr. Hussein's periodic travel to the US, it was not unreasonable to compel Dr. Hussein to appear.

The plaintiff, Remon Shields, a prisoner serving a life sentence without parole, brought this action against the California Department of Corrections and Rehabilitation, alleging that his religion requires those who want to marry to get married and consummate their relationship, but his request for non-overnight "family visiting" with his wife were denied. The prison contended that there is a policy stating that those who are serving a life without parole sentence are ineligible for the family visiting program. The respondent filed a motion to dismiss. The District Court granted the respondent's motion to dismiss, determining that there was no fundamental right to conjugal visits, and that the plaintiff had not demonstrated that the prison regulation prohibiting conjugal visits for life-without-parole prisoners was not rationally related to a valid penological interest.

The plaintiff, Michael Mootry, sued prison officials for implementing a policy that he claimed constituted a violation of his First Amendment rights. The policy banned inmate ministers from leading religious services without the direct supervision of a hired chaplain or volunteer. As a result of this policy, for two years, Muslim inmates were not accommodated with a hired chaplain to supervise jumu'a (Friday prayer) services. The Court denied the defendants' motion to dismiss because it found that the defendants knew about the plaintiff being prevented from participating in the prayer services, that this was an ongoing issue, and that they did nothing to correct the situation.

An Afghani Muslim security guard at a company that contracted with his former employer for his security guard services sued under Title VII and §1983, alleging discrimination based on race, religion, and national origin as well as a hostile work environment. The plaintiff claimed that, while working for the company, he was harassed by the property manager who asked him if he was from Afghanistan and if he was Muslim. The court granted the defendant’s motion to dismiss the claim, concluding that the plaintiff and defendant company did not have an employee-employer relationship, that the plaintiff failed to establish a prima facie case of discrimination, and that the alleged actions were not severe or pervasive enough to warrant a hostile work environment finding. The plaintiff made no explicit claim about Islamic law except to complain of perceived bias on the basis of his religion, which may have included ritual practices based on Islamic law.

The plaintiff, a Turkish Muslim former employee of the defendant, challenged the New York Supreme Court of King’s County decision granting the defendant’s motion for summary judgment in an employment discrimination case. The plaintiff had sued her previous employer under Executive Law §296 and the Administrative Code of New York §8-107, alleging that the company created a hostile work environment, subjected her to constructive termination, and retaliated against her for filing a discrimination claim. This Court reversed the lower court’s decision on the hostile work environment and constructive discharge, concluding that the plaintiff had presented enough evidence to allow the claims to move forward to a jury.

An Arab Muslim truck driver for Swift Transportation Company sued his former employer under Title VII, Tennessee state law, and the Family and Medical Leave Act (FMLA), alleging discrimination on the basis of race, national origin, and religion, as well as intentional economic harm under state law and the FMLA. Specifically, the plaintiff claimed that non-Arabs and non-Muslims received better work assignments and that fellow drivers made “hateful” comments regarding his religion and national origin. However, he did not provide any specifics regarding these claims. The defendant claimed that it terminated the plaintiff because the plaintiff did not report an accident within the timeframe mandated by the company. The Court granted the defendant company’s motion for summary judgment, concluding that the plaintiff did not provide sufficient evidence to make out a prima facie case of discrimination under Title VII, the defendant had a legitimate non-discriminatory reason for terminating employment, and because the plaintiff did not exhaust all administrative measures before pursuing a case in court. The plaintiff madeno explicit connection to Islamic law, except that to complain of perceived bias on the basis of his religion, which may have included religious practice.

An Indian Muslim physician, who formerly worked at a Veteran Affairs Medical Center, sued the Secretary of Veteran Affairs under Title VII, alleging discrimination based on race, religion, and national origin; the failure to promote; retaliation; a hostile work environment; and constructive discharge.  The defendant argued that the plaintiff did not receive a promotion due to unsatisfactory work performance. Concluding that the plaintiff did not prove he suffered an adverse employment action and therefore failed to make out a prima facie case of discrimination, the Court granted the defendant’s motion for summary judgment.

Phillip Jean-Laurent brought an action against South Carolina prison officials for allegedly violating his First Amendment right to the free exercise of his Islamic religious tenets and the Eighth Amendment. Specifically, the plaintiff claimed that the respondents prevented his attendance at Islamic religious services during Ramadan as retaliation for him using the law library, and deprived him of evening and morning meals required by Muslim religious exercises during Ramadan, in preparation for fasting during daylight hours. The District Court found that the respondents properly answered the interrogatories as to the policy of forbidding the plaintiff to attend prayer services, but that the respondents did not properly answer questions in document requests regarding the plaintiff's and other Muslim prisoners’ ability to secure Ramadan morning meals.