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Prior Hays County District Clerk Employee Claims Discrimination

Prior Hays County District Clerk Employee Claims Discrimination

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Mallory Rogers is suing Hays County, Texas for alleged gender discrimination and retaliation. She claims she was bypassed for a promotion in favor of a less qualified male colleague and subsequently terminated after voicing her concerns. Rogers seeks damages and aims to hold the county accountable for the alleged discriminatory and retaliatory treatment.


Prior Hays County District Clerk Employee Claims Discrimination

Prior Hays County District Clerk Employee Claims Discrimination

Mallory Rogers has filed a lawsuit against Hays County, Texas alleging civilly wrongful conduct in violation of both federal and state laws, including Title VII of the Civil Rights Act of 1964 and the Texas Commission on Human Rights Act. The lawsuit seeks damages, attorneys’ fees, expert fees, taxable costs of the court, pre-judgment and post-judgment interest as a result of the alleged wrongful conduct.

Ms. Rogers was initially hired as a Clerk III in the Hays County District Clerk’s office in November 2015, and after approximately two years, she was promoted to the position of Chief Deputy Clerk. However, following a change in leadership after the election of a new District Clerk, Ms. Rogers found herself facing a challenging and discriminatory work environment.

The situation escalated when the newly elected District Clerk, Mr. Avery Anderson, who was only nineteen years old at the time of his election, became Ms. Rogers’ supervisor. Shortly after Mr. Anderson assumed his role, several employees within the office resigned, including the Assistant District Clerk. When the position became vacant, Ms. Rogers, who met all the minimum qualifications for the job, was bypassed in favor of a male employee who did not meet the minimum qualifications.

Furthermore, Ms. Rogers alleges that Mr. Anderson made it clear that he intended to hire more male employees, signaling a troubling pattern of gender-based discrimination within the office. After voicing her concerns by reporting the alleged discriminatory behavior to her HR representative, Ms. Rogers was unexpectedly terminated and escorted out of the building by police officers, a departure from the usual practice for the County.

In response to her termination, Ms. Rogers filed a charge of discrimination against the Hays County with the United States Equal Employment Opportunity Commission (EEOC) on February 10, 2203, within 180 days of her termination on January 10, 2023. Subsequently, Mr. Rogers received a notice of the right to sue Hays County from the United States Department of Justice, Civil Rights Division, dated November 14, 2023, which is within 90 days of the filing of this Complaint.

Lawsuit Filed Against Hays County, Texas for Alleged Gender Discrimination and Retaliation

The lawsuit alleges that Ms. Rogers was discriminated against because of her gender and retaliated against for opposing gender discrimination in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C.A. §2000e2(a)(1). It argues that Hays County intentionally discriminated against Ms. Rogers because of her gender and her opposition to discriminatory conduct, leading to adverse employment actions.

The lawsuit contends that the conduct of the Hays County constitutes discrimination on the basis of gender, in direct violation of relevant Labor Code statutes. It further asserts that Hays County retaliated against Ms. Rogers for making discrimination complaints, participating in a discrimination investigation, or opposing gender discrimination by the employer, as outlined in Texas Labor Code §21.055.

Ms. Rogers seeks redress for the alleged damages inflicted upon her as a result of the Hays County’s conduct and aims to hold Hays County accountable for the discriminatory and retaliatory treatment she claims to have endured during her employment tenure.

Disclaimer

The content provided in this publication is for educational and informational purposes only. The Hawk’s Eye – Consulting & News strives to deliver accurate and impactful stories. However, readers are advised to seek professional legal counsel and guidance for their specific legal inquiries and concerns. The publication does not assume any responsibility for actions taken by individuals based on the information presented.

Additionally, while every effort is made to ensure the reliability of the information, the publication does not warrant the completeness, accuracy, or timeliness of the content. Readers are encouraged to verify any legal information with official sources and to use their discretion when interpreting and applying the information provided.


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