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The anti-retaliation provision of Title VII of the Civil Rights Act of 1964 forbids employer actions that "discriminate against" an employee (or job applicant) because he has "opposed" a practice that Title VII forbids or has "made a charge, testified, assisted, or participated in" a Title VII "investigation, proceeding, or hearing".
Title VII of the Civil Rights Act of 1964 Burlington Industries, Inc. v. Ellerth , 524 U.S. 742 (1998), is a landmark employment law case of the United States Supreme Court holding that employers are liable if supervisors create a hostile work environment for employees. [ 1 ]
Robinson v. Shell Oil Company, 519 U.S. 337 (1997), is US labor law case in the United States Supreme Court in which the Court unanimously held that under federal law, U.S. employers must not engage in workplace discrimination such as writing bad job references, or otherwise retaliating against former employees as a punishment for filing job discrimination complaints.
After the Supreme Court ruling, the Civil Rights Act of 1991 (Pub. L. 102-166) amended several sections of Title VII. [1] Title VII prohibits employment discrimination "because of" certain reasons. While "because of" may be understood in the conversational sense, the McDonnell Douglas case was the first landmark case to define this phrase.
Following her termination, Crawford sued her former employer under Title VII, which protects employees who oppose unlawful employment actions from employment retaliation. The District Court concluded, and the Sixth Circuit Court affirmed, that Crawford was not protected by Title VII on two grounds. First, her statements to Frazier did not ...
The lawsuit, which was filed Monday, alleges the WNBA, the Aces and Hammon violated Title VII of the Civil Rights Act, which, among other things, protects employees from discrimination based on sex.