Library Search
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Are Your Security Personnel Putting You at Risk? Safe Ways of Using Your Security Department ( November 1998 )
You have probably read frightening headlines stating some variation of the following, "On-Job Incidents i. -
Employer Following Complaint Procedure in Handbook Sets Forth Affirmative Defense to Sexual Harassment Claim ( November 1998 )
The United States District Court for the Eastern District of California granted the employer's motion for summary judgment in this sexual harassment case because the plaintiff "unreasonably failed to take advantage of the preventive and corrective opportunities provided by AGCO or to otherwise avoid harm. -
Employers Must Provide Procedure for Harassment Complaints ( November 1998 )
Plaintiff brought a Title VII race and gender discrimination claim against the defendant, alleging disparate treatment in terms of work assignments and also a hostile work environment. -
Illegal Aliens May Not Pursue Title VII Claim ( November 1998 )
In a Per Curiam opinion, the Fourth Circuit held that a Nigerian Title VII plaintiff was not qualified for a job because he lacked a valid work visa. -
Sexual Harassment Frame Work Used in Racial Harassment Case ( November 1998 )
Wright-Simmons v. City of Oklahoma City, No. 96-2603, 1998 WL 614414 (10th Cir., Sept. 15, 1998). . -
Sexual Harassment--Employer's Liability for Supervisor's Conduct Clarified By U.S. Supreme Court ( October 1998 )
This alert discusses the impact of the United States Supreme Court decision regarding vicarious liability of the employer towards the actions of their supervisors in a sexual harassment context. -
Employers Liable for Supervisors' Sexual Harrassment Even if No Adverse Action Taken ( September 1998 )
While everyone in Washington was focusing on sexual harassment as a political issue, the U.S. Supreme Court was qui. -
Employment Law Group Update: Supreme Court Makes it Easier for Employees to Prevail in Sexual Harassment Cases ( September 1998 )
This update discusses the Supreme Court's opinion in Burlington Industries, Inc. v. Ellerth, in which the Court held an employer may be held directly liable, i.e. "automatically liable," where a supervisor engages in quid pro quo sexual harassment, even where the employee did not submit to the alleged harasser's sexual demands or suffer any tangible adverse job effects.