Policy Guidance on Current Issues of Sexual HarassmentEEOC, 1990 - 31 páginas |
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Términos y frases comunes
11th Cir 5th Cir abusive working environment aff'd agency principles alleged harasser alleged sexual harassment Amicus Curiae apparent authority appropriate corrective action CCH EEOC Decisions City of Dundee co-workers Commission Decision conduct is unwelcome constitute constructive discharge contemporaneous complaint Corp corroborative evidence create a hostile create an abusive credibility D.C. Cir discrimination EEOC charge employer liability employer on notice Example Charging Party failed Gates Rubber grievance procedure harasser's Henson higher management Horizon House hostile environment hostile work environment immediate and appropriate incident of harassment inquiry investigation should determine liable for sexual Malibu Grand Prix misconduct N.D. Ill offensive working environment Omaha National Bank party's plaintiff policy against sexual quid pro quo Rabidue reasonable person remedial action Restatement Second retaliation sexual conduct sexual harassment claim sexual intercourse supervisor was acting supervisor's actions Supp take immediate violate Title VII violation of Title vulgar West Bend workplace
Pasajes populares
Página 23 - With respect to conduct between fellow employees, an employer is responsible for acts of sexual harassment in the workplace where the employer (or its agents or supervisory employees) knows or should have known of the conduct, unless it can show that it took immediate and appropriate corrective action.
Página 4 - Taylor fondled her in front of other employees, followed her into the women's restroom when she went there alone, exposed himself to her, and even forcibly raped her on several occasions.
Página 9 - The correct inquiry is whether respondent by her conduct indicated that the alleged sexual advances were unwelcome, not whether her actual participation in sexual intercourse was voluntary.
Página 2 - ... submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Página 2 - ... submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual...
Página 5 - hostile environment" (ie, non quid pro quo) harassment violates Title VII, the EEOC drew upon a substantial body of judicial decisions and EEOC precedent holding that Title VII affords employees the right to work in an environment free from discriminatory intimidation, ridicule, and insult.
Página 6 - Sexual harassment which creates a hostile or offensive environment for members of one sex is every bit the arbitrary barrier to sexual equality at the workplace that racial harassment is to racial equality.
Página 20 - ... regardless of whether the specific acts complained of were authorized or even forbidden by the employer and regardless of whether the employer knew or should have known of their occurrence.
Página 6 - For sexual harassment to be actionable, it must be sufficiently severe or pervasive "to alter the conditions of [the victim's] employment and create an abusive working environment.
Página 22 - Finally, we reject petitioner's view that the mere existence of a grievance procedure and a policy against discrimination, coupled with respondent's failure to invoke that procedure, must insulate petitioner from liability.