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  Supervisors Without Authority to Affect Employment Status of Other Workers Are not “Managers” for Purpose of Title VII.Ogletree Deakins - June 25, 2009 The basis of an employer’s liability for a claim of hostile work environment under Title VII depends upon whether the harasser is the complainant’s supervisor or merely a co-worker. When a hostile work environment is created by a co-worker, the employer is liable only if the employer failed to provide an avenue for reporting the harassment, or if the employer knew or should have known of the harassment but failed to take prompt and appropriate remedial action. Under Title VII, an employer “knew or should have known” about workplace harassment if “management level employees had actual or constructive knowledge about the existence of a sexually hostile environment.” Therefore, once a management level employee has enough information to raise the probability of sexual harassment in the mind of a reasonable employer, the employer is deemed to be on constructive notice of that harassment. Report Link Seventh Circuit Narrowly Defines "Supervisor" and "Adverse Action" In Sex Harassment, Discrimination Cases.Jackson Lewis LLP - March 31, 2004 A recent decision from the U. S. Court of Appeals for the Seventh Circuit (Chicago) has narrowly defined who may be considered a supervisor in sexual harassment cases.
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ArticlesFound: 2 ArticlesSUBTOPICS Employment Law Seminars
Employment Law 101 for HR Professionals
Las Vegas
March 23, 2010 Fisher & PhillipsCalifornia Legally Required Sexual Harassment Training: It's Never Too Late To ComplyNewport Beach
March 23, 2010 Fisher & PhillipsCalifornia Legally Required Sexual Harassment Training: It's Never Too Late To ComplySan Francisco
March 23, 2010 Fisher & Phillips2010 Public Sexual Harassment Training for supervisors and managers.Glendale
March 23, 2010 Ballard Rosenberg2010 Employment Law UpdateSan Jose
March 23, 2010 LittlerHow to Prepare a Response to a DFEH/EEOC ChargeWebinar
March 23, 2010 Shaw ValenzaTOP 10 TIPS FOR CREATING A BLOGGING, SOCIAL MEDIA AND CELL PHONE POLICYOnline
March 23, 2010 HR Learning Center LLCNegotiating Your Business to the TopOrlando
March 23, 2010 Ford & HarrisonCalifornia Legally Required Sexual Harassment Training: It's Never Too Late To ComplySan Diego
March 24, 2010 Fisher & PhillipsEmployment Law Breakfast Briefings`Kenner
March 24, 2010 Fisher & Phillips |
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