Walker v. Ingersoll Cutting Tool Co.

Walker had worked at Ingersoll since 2008 and had a history of conflict with coworkers. On October 21, 2014, Walker was listening to music while working. Rafferty told Walker to mute the radio. Walker alleges that he was “bumped” and threatened with additional violence. Ingersoll questions whether physical contact or threats occurred. The men engaged in a shouting match. The unit supervisor, Thompson, calmed them down. Walker returned to work; Rafferty went home. They worked without incident on October 22. On October 23, Walker met with Thompson and another supervisor. Walker told Thompson that he no longer trusted or respected him because he had not disciplined Rafferty and suggested that the conflict with Rafferty was affecting his physical wellbeing. The supervisors suspended Walker with pay while determining how to proceed. On October 26, Thompson and his supervisor decided to terminate Walker’s employment. The human resources manager began the termination process. On October 29, Walker’s attorney informed Ingersoll that he intended to sue for discrimination and retaliation unless Ingersoll brought him back to work. Walker reported the alleged physical assault to local police. The prosecutor declined to bring charges. Ingersoll formally terminated Walker’s employment. The Seventh Circuit affirmed summary judgment in favor of Ingersoll. Walker had abandoned his Title VII racial discrimination claims and did not identify a causal connection between his termination and conduct protected by Illinois law. View "Walker v. Ingersoll Cutting Tool Co." on Justia Law