• 03
  • December
    2011

In our last post, we discussed a recent settlement of an employment discrimination claim by a white former football coach against a traditionally black college. The two parties recently settled the dispute and the college maintains that the settlement is not an admission fault or liability. If for no other reason than to end the dispute and move forward, the school paid the former coach $350,000.

The college had reportedly had concerns about the coach throughout his two-year tenure as the head of the football team, including an apparent lack of protocol and alleged misuse of travel money. The coach countered that there were 22 instances where he felt the administrators acted in a discriminatory manner.

In his lawsuit, the coach claimed a number of variations of emotional distress from his situation with the school. These included loss of appetite, moodiness, and insomnia, among others. After the coach left the school, five white players that he had considered adding to the team also filed lawsuits when they did not end up receiving scholarships. The school however, indicated that it was actually the coach who had not followed the correct procedures to put the players on the team.

There are of course instances in which employment discrimination claims are legitimate. But few things can be more frustrating to an organization which attempts to foster an inclusive environment, than being on the receiving end of an employment discrimination lawsuit. It is important for these organizations to consult with experienced employment counsel to insulate their business from potential litigation.

Source: Savannah Morning News, "Robby Wells receives $240,000 in settlement with SSU," Donald Heath, Dec. 1, 2011