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Report Link Sexual Harassment Update: Requests For Coffee Prompts Female Employee To Sue For Sexual Harassment.Barker Olmsted & Barnier - July 11, 2008 Tamara Klopfenstein was a part-time receptionist for National Sales & Supplies for six weeks. During her employment, two vice presidents regularly asked her to bring them coffee. Report Link Court Holds that Workplace Context Is Relevant to Sexual Harassment Claims in the Gaming Industry.Littler Mendelson, P.C. - June 04, 2008 On May 15, 2008, the United States District Court for the Northern District of Mississippi granted partial summary to Circus Circus, Mississippi, Inc. d/b/a Gold Strike Casino Resort having concluded that the plaintiff Debra Brockington's allegations of sexual harassment were not so severe or pervasive as to alter the terms and conditions of her employment. In making its decision, the court considered the context of Brockington's employment as a casino bartender. The court, however, denied Gold Strike's motion for summary judgment on Brockington's retaliation claim. 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 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.
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Employment Law Seminars
Reserve the Dates!!! – Public Sexual Harassment Training Webinar for Supervisors and Managers
Online
August 12 2008 Ballard RosenbergThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActWaterbury
2008-8-13 Jackson Lewis LLPStrategies For Keeping The EEOC/DFEH Away & What To Do If They Show UpSan Diego
August 13, 2008 Barker Olmsted & Barnier11th Annual Labor & Employment LawSeattle
August 14-15, 2008 The Seminar GroupPREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB1825 COMPLIANCE)Eureka
August 14, 2008 Shaw Valenza3rd Annual Virginia Labor and Employment Law SeminarMarion
August 14, 2008 Baker DonelsonThe New Formula for Success: E³ = MC (Employees*Economy*Energy = Managing Costs)Online
August 14, 2008 LittlerFree Lunchtime Webinar: Beat The Summertime Doldrums: The Top Ten Ways To Issue-Proof Your Workplace.Online
August 15, 2008 Fisher & PhillipsPREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB1825 COMPLIANCE)Sacramento
August 19, 2008 Shaw Valenza LLPA Health Care Providers Guide to Navigating Employment and Labor IssuesMemphis
August 20, 2008 Baker Donelson |
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