P was employed as an equipment operator by D. He began his employment in March 2005 and worked continuously for the company through his termination in May 2006. P alleges that in July 2005, he heard his Caucasian supervisor refer to him as a 'Nigger.' On or about October 17, 2005, P complained to human resources. P was transferred to work under a different supervisor. Around January 6, 2006, P filed a complaint with the District of Columbia Office of Human Rights (OHR) alleging discrimination and retaliation. The complaint was cross-filed with EEOC. P alleges that he was reprimanded and issued warnings by D for unfounded reasons as a result of the complaints he made to D's human resources office and the OHR. D claims the warnings were performance-related. Around April 20, 2006, P was summoned at the end of the workday to collect his paycheck and sign a two-page document titled 'Receipt and Acknowledgment of The Magnolia Companies Employment Benefits and Guidelines Manual.' The arbitration policy was referenced on the first page of the Form only, and P claims that he was only shown the second page. P did sign the Form. P alleges that human resources refused to release his paycheck unless he immediately signed the Form. Two weeks after P signed the Form, D terminated P's employment. In December 2006, the OHR mailed a Letter of Determination dismissing P's claims, and the EEOC adopted the OHR's decision. P sued D alleging violations of Title VII and the DCHRA. The parties have conducted discovery and both filed cross-motions for summary judgment.

This section contains the nature of the case and procedural background.

The legal issues presented in this case will be displayed here.

The court's holding and decision will be displayed here.

Legal analysis from Dean's Law Dictionary will be displayed here.