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Report Link The Fifth Circuit Finds that Alleged Touching Can Be Severe Workplace Harassment (pdf).Phelps Dunbar LLP - August 29, 2006 In another recent Fifth Circuit Court of Appeals decision, the
federal appeals court again reversed a district court’s grant of summary
judgment in favor of an employer. In McKinnis v. Crescent Guardian,
Inc., 2006 WL 1880364 (C.A. 5th (La.)), the Court was faced
with a claim of alleged workplace sexual harassment. Report Link Men's Temper Tantrums That Bother Women May Be Sex Discrimination.Littler Mendelson, P.C. - September 14, 2005 Screaming and yelling by men at work may now be sex-based discrimination if women at work find the behavior more intimidating than men do. On September 2, 2005, in E.E.O.C. v. National Education Association, (No. 04-35029), the Ninth Circuit Court of Appeals ruled that the “reasonable woman” standard applies to workplace abusive conduct, even if there is no sexual content to the behavior. This decision significantly expands the types of behaviors that may furnish a basis for a claim of discrimination. Report Link Infrequent Incidents of "Boorish" Behavior Insufficient to Create Hostile Environment, Second Circuit Rules.Kauff, McClain & McGuire LLP - June 27, 2002 The U.S. Court of Appeals for the Second Circuit in New York recently reversed a $150,000 jury award in a sexual harassment case, finding that the complained of conduct did not rise to the level of an actionable hostile environment. Report Link Is One Single Remark Enough to Support a Claim for Illegal Harassment/Hostile Work Environment? It Depends [PDF File].Lowenstein Sandler PC - August 01, 2001 Discusses Clark County School Dist. v. Shirley A. Breeden, No. 00-866, __ U.S. __ (April 23, 2001), in which the Court held that a complaint about one sexually explicit remark was not protected activity, reasoning that no reasonable person could have believed that the single remark violated Title VII. Report Link EEOC Enforcement Guidance.Equal Employment Opportunity Commission - March 01, 1994 Enforcement Guidance on Harris v. Forklift Sys., Inc., 510 U.S. 17 (1993), in which unanimous Court held that if a workplace is permeated with behavior that is severe or pervasive enough to create a discriminatorily hostile or abusive working environment, Title VII is violated regardless of whether the plaintiff suffered psychological harm.
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Employment Law Seminars
UNDERSTANDING YOUR ETHICAL RESPONSIBILITIES AT WORK (AB 1234 COMPLIANCE)
Sacramento
May 13, 2008 Shaw Valenza LLPPreventing Wage/Hour Class Actions.Online
May 13, 2008 LittlerHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSacramento
May 13, 2008 Shaw Valenza LLPHow to Stay Union FreeLas Vegas
2008-5-13 Jackson Lewis LLPConducting Effective Investigations of Employment Claims: Essential Skills for Internal InvestigatorsHouston
May 13, 2008 Littler2008 Public Sexual Harassment Training for supervisors and managers.Universal City
May 13, 2008 Ballard RosenbergSHRM Morris County Monthly Legal UpdateFlorham Park
2008-5-14 SHRM Morris County ChapterThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-5-14 Jackson Lewis LLPDigital Dangers: Recent E-Discovery Developments and TrendsLas Vegas
May 14, 2008 LittlerHealth Care's New Labor and Privacy Law Frontiers: Defusing Tomorrow's Problems TodayDenver
May 14, 2008 Littler |
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