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Vinson, 477 U.S. 57 (1986), is a US labor law case, where the United States Supreme Court, in a 9–0 decision, recognized sexual harassment as a violation of Title VII of the Civil Rights Act of 1964. The case was the first of its kind to reach the Supreme Court and would redefine sexual harassment in the workplace.
McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973), is a US employment law case by the United States Supreme Court regarding the burdens and nature of proof in proving a Title VII case and the order in which plaintiffs and defendants present proof. It was the seminal case in the McDonnell Douglas burden-shifting framework.
Case history; Prior: White v. Burlington Northern & Santa Fe Railroad Co., 364 F.3d 789 (6th Cir. 2004). Holding; The anti-retaliation provision (42 U. S. C. §2000e–3(a)) under Title VII of the Civil Rights Act of 1964 does not confine the actions and harms it forbids to those that are related to employment or occur at the workplace.
Reeves v CH Robinson Worldwide, Inc, 5 No. 07-10270 (11th Cir. January 20, 2010) is a US labor law case under Title VII of the Civil Rights Act of 1964 heard before the United States Court of Appeals for the Eleventh Circuit which ruled that a hostile work environment can be created in a workplace where sexually explicit language and pornography are present.
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.
Case history; Prior: 674 F.3d 448 (5th Cir. 2012); rehearing en banc denied, 688 F.3d 211 (5th Cir. 2012); cert. granted, 568 U.S. 1140 (2013).: Holding; A plaintiff establishes a violation of the retaliation provision of Title VII if the plaintiff proves that the defendant would not have made the adverse employment action but for the defendant's retaliatory motive.
Bostock v. Clayton County, 590 U.S. 644 (2020), is a landmark [1] United States Supreme Court civil rights decision in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because of sexuality or gender identity.
Harris v. Forklift Systems, Inc., 510 U.S. 17 (1993), is a US labor law case in which the Supreme Court of the United States clarified the definition of a "hostile" or "abusive" work environment under Title VII of the Civil Rights Act of 1964.