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Total Articles: 4

Single Racial Slur Enough for Hostile Work Environment, Says 3rd Circuit

A supervisor's single use of the "n-word" is sufficiently severe to support a hostile work environment, racial harassment lawsuit, a federal appellate court has ruled. In Castlebury v. STI Group, the 3rd Circuit Court of Appeals explained that the proper standard to apply in hostile environment cases is whether discrimination is severe or pervasive, rather than pervasive and regular.

Can a single use of a racial slur constitute illegal discrimination? One court says . . . maybe.

After being sued for race discrimination, an employer/company filed a motion to dismiss the claims against it, arguing that a single use of the n-word was not sufficient to state a claim for hostile work environment.

Evidence of "color bias" may lead to jury trial under Title VII.

Title VII of the Civil Rights Act prohibits employment discrimination against an individual because of that person’s "race, color, religion, sex, or national origin." While courts routinely address claims of race discrimination, claims of discrimination on the basis of color alone are far less frequently reviewed.

Fired Employee Who Accused Coworkers of Sleeping with Boyfriend Lacks Triable Bias Claim

A retail employer did not violate federal civil rights laws or the Massachusetts state anti-discrimination law when it fired an employee because she made harassing, disparaging, and inappropriate accusations against her coworkers. According to the First Circuit Court of Appeals the discharged employee, who accused her coworkers of sleeping with her boyfriend—an employee of the same retail employer—failed to present evidence that her termination was motivated by race discrimination. She also failed to show, the court found, that the company’s later failure to rehire her was connected to her earlier discrimination complaint. Pina v. The Children’s Place, No. 13-1609, First Circuit Court of Appeals (January 27, 2014).

Jackson Lewis P.C. | Maryland | Maryland Employers, Are You Ready? New Sexual Harassment Law Takes Effect October 1 (September 12, 2018)

Ogletree Deakins | Michigan | Paid Leave: Coming to a Michigan Workplace Near You (September 09, 2018)

Littler Mendelson, P.C. | Michigan | From Ballots to Bills: Michigan Adopts Paid Sick and Safe Time Law and Raises the Minimum Wage (September 11, 2018)

Littler Mendelson, P.C. | California | California Countdown 2018: Which Labor and Employment Bills Will the Governor Sign? (September 05, 2018)

Littler Mendelson, P.C. | New York | Significant Compliance Challenges in New York State's Proposed Anti-Sex Harassment Rules: What Can Employers Do Now? (September 07, 2018)

Fisher Phillips | New York | State Appeals Court Expands Scope Of NYC’s Marital Status Discrimination Law (September 12, 2018)

Jackson Lewis P.C. | New York | Reminder: New York City Employers Must Distribute Fact Sheet, Post Notice on Sexual Harassment Law by Sept. 6 (September 06, 2018)

Littler Mendelson, P.C. | Connecticut | Connecticut Continues to Extend Protections to Employees under State Medical Marijuana Law, Rejects Federal Preemption Defense (September 11, 2018)

Goldberg Segalla LLP | New York | New Legislation on Sexual Harassment Will Signifigcantly Affect the Handling of These Cases for Municipalities (September 06, 2018)

Jackson Lewis P.C. | Connecticut | Connecticut Court Holds That Refusing To Hire Medical Marijuana User Constitutes Employment Discrimination (September 06, 2018)