Willis v. Accenture, Inc.
The Third District reversed dismissal of an amended complaint asserting Florida Civil Rights Act claims and tortious interference. Applying Woodham, the court held an EEOC dismissal and notice-of-rights letter is not the equivalent of a FCHR reasonable-cause determination under section 760.11(3), and it further held that the 2020 amendment to section 760.11 could not be applied retroactively absent express legislative intent. The tortious interference count should have been dismissed without prejudice per the parties' stipulation.
Key facts
- Employee Willis brought amended complaint against Accenture asserting Florida Civil Rights Act claims and tortious interference claims.
- Trial court dismissed the amended complaint; Willis argued that an EEOC dismissal and notice-of-rights letter satisfied the administrative prerequisites under Florida's civil rights statute.
- +2 more key facts with a free trial
Why it matters
Employment and civil rights practitioners get a clean Third District reaffirmation that an EEOC right-to-sue letter cannot short-circuit the FCRA's FCHR exhaustion requirements, aligning the Third DCA with the First and… — full analysis with a trial
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