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No one is above the law, including your boss. The National Labor Relations Act and a variety of statutes overseen by the U.S. Equal Employment Opportunity Commission protect employees from hostile ...
Importantly, the hostile work environment is gender neutral, that is, men can sexually harass men or women and women can sexually harass men or women. Likewise, a hostile work environment can be considered the "adverse employment action" that is an element of a whistleblower claim or a reprisal (retaliation) claim under a civil rights statute ...
Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted/reducing salary)." [10]
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]
Hawkins will receive $140,000; her attorney gets $60,000.
The Williams Institute, a national think tank at UCLA School of Law, released a 2011 report [130] that has identified sexual orientation and gender identification discrimination in the workplace. According to the report, between 15 and 43% of lesbian, gay, bisexual, or transgender workers have experienced being fired, denied promotions, or ...
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