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Generally, having an effective sexual harassment policy that is used and works is sufficient to satisfy the first prong. Further cases (see EEOC v. Racine ) examine whether an employee's failure to take advantage of the policy was unreasonable, but Ellerth holds that when the policy requires reporting to a harasser, it is not unreasonable to ...
While sexual harassment is a form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment. [10] "It may entail quid pro quo harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct ...
This was the first official government document that listed the 80% test in the context of adverse impact, and was later codified in the 1978 Uniform Guidelines on Employee Selection Procedures, a document used by the U.S. Equal Employment Opportunity Commission (EEOC), Department of Labor, and Department of Justice in Title VII enforcement. [14]
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The U.S. Justice Department concluded former New York Gov. Andrew Cuomo sexually harassed more than a dozen state employees, according to a settlement announced Friday that confirmed allegations ...
In 2018, the Department of Justice instituted case quotas for immigration judges, requiring each to complete 700 cases per year, a rate requiring each IJ to close more than two cases per day. [30] The president of the National Association of Immigration Judges , stated that the policy was an "unprecedented act which compromises the integrity of ...