The Integrated and Coordinated Approach to Title IX Compliance
Best Practices: Institutional Response to Sexual Misconduct (Podcast)
Webinar: Investigating and Resolving Sexual Assaults on Campus
A hostile environment can result from the unwelcome conduct of supervisors, co-workers, customers, contractors or anyone else with whom the victim interacts on the job when the unwelcome conduct renders the workplace...more
It is commonly understood that Connecticut is mainly a “fact-pleading” state when it comes to the court system.
What does that mean? Well, Norm Pattis, in a 2013 Law Tribune column, described the significance in calling...more
The Fourth Circuit Court of Appeals recently made two noteworthy rulings in a single case concerning sexual harassment and retaliation under Title VII. First, as it relates to sexual harassment, the Court found that two...more
Dawson v. Country Club of Rancho Bernardo, No. D064654 (March 23, 2015): In an unpublished opinion, a California Court of Appeal reversed an order granting summary judgment in favor of the employer, Country Club of Rancho...more
Under Title VII, employees typically must file a charge of discrimination within 180 days (or 300 days in states such as South Carolina with their own EEO enforcement agencies) of the alleged discriminatory act. In its 2002...more
We employment lawyer types proudly boast that no one has better legal stories to tell than we do (if only we could tell all of our stories). Some of our best stories were thrust into the media during the first quarter of...more
On February 11, 2015, the New Jersey Supreme Court, in Aguas v. New Jersey, decided three important legal issues regarding employment discrimination claims under the New Jersey Law Against Discrimination (“LAD”).
The New Jersey Supreme Court recently decided two key issues affecting claims of supervisory hostile work environment sexual harassment under the New Jersey Law Against Discrimination (“NJLAD”). In Aguas v. State of New...more
On February 11, 2015, the New Jersey Supreme Court issued a significant sexual harassment decision that offers something positive for both employers and employees.
Employers will be happy that the Court has, after...more
On February 11, the New Jersey Supreme Court issued its decision in Aguas v. New Jersey, No. A-35-13 (072467), holding that an employer’s antidiscrimination policy can be an affirmative defense to sexual harassment hostile...more
On February 11, 2015, the New Jersey Supreme Court issued a landmark ruling that will reshape hostile work environment sexual harassment cases brought under the New Jersey Law Against Discrimination, N.J.S.A. 10:5-1 to -49...more
Not all offensive conduct in the workplace rises to the level of an actionable sexual harassment claim. Federal courts have repeatedly held that in order to cross the line into an offensive working environment, the conduct...more
In its Oncale decision, the U.S. Supreme Court agreed that same sex sexual harassment is actionable under Title VII. However, the Court qualified this decision by stating that the harassment must be motivated by sexual...more
I hope that everyone is following the Marchuk v. Faruqi & Faruqi sexual harassment trial that is taking place as we speak in Manhattan. If you haven’t been, then now is the time to start!...more
Rarely do we see an industry of professionals engage in misconduct as egregious as what we are seeing today in the tech sector. The intoxicating cocktail of power, money and prestige has combined to put many female...more
Federal Agency Charges County Fair Farm With Subjecting Female Farmworkers to Groping, Verbal Abuse, Solicitations for Sex -
BOSTON -- County Fair Farm, a farm and produce wholesaler located in Jefferson, Maine,...more
Many of us in the ethics and compliance training market were gearing up for our fourth quarter AB 1825 training campaigns when California Governor Jerry Brown threw us a curve ball. In case you didn’t hear about it, on...more
Supervisors Openly Subjected Both Female & Male Staff to Constant Sexual Propositions, Graphic Pictures, Foul Language & Groping, Says Federal Agency -
LOS ANGELES - VXI Global Solutions, a provider of call center...more
Federal Agency Says Warehouse Giant Fostered a Sexually Hostile Work Environment When It Failed to Protect Female From Stalking Customer -
CHICAGO -- Warehouse retail giant Costco violated federal law by fostering a...more
The Second Circuit’s recent decision in Moll v. Telesector Resources Group, Inc. is a good reminder to employers that a sexually hostile work environment claim can be based on more than just sexually explicit or sexually...more
Supervisors Harassed Female Farmworkers Over Period of Time, Then Punished Them for Complaining, Federal Agency Charges -
DENVER - MountainKing Potatoes, the name under which Smokin' Spuds, Inc. and Farming Technology,...more
Believe it or not, this is not a scene from the new season of Orange is the New Black. It’s actually the opening lines from Orton-Bell v. Indiana, No. 13-1235 (7th Cir. July 21, 2014), an opinion authored by Judge Manion, and...more
You’ve probably seen the multiple stories and blogs that were published last week on the sad state of the workplace at the CIA. I read this post on the PBS Newshour site, noting that 15 CIA employees were found to have...more
In This Issue:
- Immigration. New proposal aimed at attracting highly-skilled immigrants.
- State Round-Up. Learn about the latest employment law news in your state.
- Traditional. J. Hamilton Stewart and Matthew...more
On April 29, 2014, the United States Court of Appeals for the Fourth Circuit’s ruling of Freeman v. Dal-Tile Corp., No. 13-1481, 2014 WL 1678422 (4th Cir. Apr. 29, 2014) addressed third-party harassment.
The Court held...more
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