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Logit Model to Predict Outcomes of Litigated Employee Obesity Cases

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Abstract

Purpose

Given that there are no specific legal protections for obese employees, the purpose of this study was to investigate the relationship between the litigated case characteristics and case outcomes when an employee is subjected to negative consequences in the workplace and subsequently sues the employer.

Design/Methodology/Approach

The study is an analysis of a random sample of 276 litigated cases based on adverse employment decisions of individuals who were obese. These cases were retrieved using Lexis/Nexis over the past 10 years. Eighty cases were included in the empirical analysis. This analysis considered demographic characteristics, organizational and cases characteristics, legal bases, and confounding physical factors. Multivariate logistic regression was performed in order to investigate the effect of the independent variables.

Findings

The employee prevailed in almost 40% of the cases. The case characteristics associated with the employer prevailing included the employee being a professional, being in the public sector and filing lawsuits under discrimination, health and disability laws.

Implications

Some of the findings are contrary to popular perception. Obese employees have legal protections under various discrimination laws, even though there does not seem to be explicit protections under the law. Thus, organizations must be more vigilant in sanctioning obesity. However, this sanctioning is neither a disability nor a gender issue.

Originality/Value

This is the first study using qualitative content analysis of litigated cases and logistic regression to analyze litigated cases in which obese employees were disciplined.

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Notes

  1. A condition characterized by a cluster of factors: hypertension, excessive abdominal fact, abnormal cholesterol levels, triglycerides and insulin resistance or glucose intolerance.

  2. See Francis v. City of Meriden, 129 F.3d 281, 284 n.5 (2d Cir. 1997). In Francis, the Second Circuit affirmed dismissal of plaintiff's claim because he did not allege that his employer believed that his weight condition constituted a physical impairment; he merely alleged that he was disciplined for failing to meet a weight standard. Id. at 287. But see Connor v. McDonald's Rest., No. 3:02 CV 382 SRU, 2003 WL 1343259 (D.Conn. March 19, 2003) holding that plaintiff who alleged that McDonald's refused to hire him because it perceived him as substantially limited in the major life activity of working based on his morbid obesity stated a claim.

  3. Implications from employers are presented. These include having concern for obese female applicants not being treated in a different way than obese male applicants. The courts have approved both gender and age related adjustments to weight standards. Physical examinations need to be conducted relative to specific abilities and not to a job in general. Additionally, while few employee or applicants will be able to demonstrate weight-based disabilities, either physical or psychological, employers might be advised to make accommodations voluntarily.

  4. http://www2.chass.ncsu.edu/garson/pa765/logit.htm, downloaded December 3, 2007.

  5. Americans with Disabilities Act, the Vocational Rehabilitation Act, Title VII coverages for sex and national origin, Age Discrimination Act, various state discrimination laws, and Jones Act.

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Authors and Affiliations

  1. DePaul University, 1 E. Jackson Blvd, Chicago, IL, 60604, USA

    Helen LaVan

  2. Governors State University, 1 University Parkway, University Park, IL, 60484, USA

    Marsha Katz

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  1. Helen LaVan
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  2. Marsha Katz
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Correspondence to Helen LaVan.

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Received and reviewed by former editor, George Neuman.

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LaVan, H., Katz, M. Logit Model to Predict Outcomes of Litigated Employee Obesity Cases. J Bus Psychol 26, 325–337 (2011). https://doi.org/10.1007/s10869-010-9191-4

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