A Michigan federal jury delivered a powerful verdict in favor of Sudoos Hamood, a Muslim-American single mother and English instructor who lost her job after refusing to remove her veil while teaching virtual classes during the COVID-19 pandemic. Hamood worked for the Arab Community Center for Economic and Social Services (ACCESS) since 2016 and offered three reasonable accommodations when her employer demanded she teach on camera with her face uncovered. ACCESS rejected every option and fired her for insubordination in October 2021. After a trial before Judge Linda V. Parker, the jury found ACCESS failed to reasonably accommodate Hamood's sincere religious beliefs and rejected the nonprofit's claim that doing so would have caused undue hardship. Jurors awarded $1.8 million in damages, later reduced to $605,471 after the Court applied Title VII's statutory cap based on ACCESS's employee count of more than 500 workers.

After three decades of service as an IT specialist, Lisa Domski faced an ultimatum from Blue Cross Blue Shield of Michigan: receive the COVID-19 vaccine or lose her job. Despite working 100% remotely and citing sincerely held religious beliefs that guided her medical decisions through prayer, the company denied her request for an accommodation. Following what was described as an "ambush" interview regarding her faith, the company terminated her in January 2022. A federal jury in Detroit ultimately found the company’s actions were discriminatory, concluding that the insurer failed to provide a reasonable accommodation and wrongfully fired Domski based on her religion. The resulting $12.69 million verdict included $10 million in punitive damages, sending a significant message regarding workplace religious protections.

A Los Angeles jury delivered a $6 million verdict against California State University after finding the institution subjected Anissa Rogers, former Associate Dean at the Palm Desert campus, to severe gender-based harassment. The jury determined that Dean Jake Zhu engaged in relentless harassment of female employees, including screaming rampages and demeaning comments about women being too emotional or sensitive. Rogers was forced to resign in January 2022 after the university failed to address her complaints and instead retaliated against her. The October 2025 verdict included $3 million for past suffering and $3 million for future damages.

Female Disney employees alleged widespread gender discrimination in pay, promotion, and job titles. The plaintiffs cited wage secrecy, retaliation, and systemic bias under California’s FEHA and PAGA laws. They secured a $43.25 million class settlement mandating oversight, back pay, and structural reforms. The case highlighted patterns of unequal treatment despite similar or superior job performance compared to male colleagues.

Dr. Sari Edelman sued NYU Langone and senior staff for gender-based pay discrimination and retaliation. Despite a strong record, she was paid less than male colleagues and faced hostile treatment after reporting the disparity. The jury found NYU liable under the Equal Pay Act and other laws, awarding her damages for back pay, front pay, and emotional distress on July 19, 2023.

A Hartford jury awarded $51,500 to employee Brian Radecki in a wage dispute against ECO Energy Solutions, LLC. The verdict followed claims that the company failed to pay earned wages after his 2020 termination. The jury rejected allegations of disability and age discrimination, retaliation, and failure to accommodate, but found ECO Energy acted without good faith in handling wage payments.