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Meritor Saving Bank v. Vinson Vinson engaged in voluntary sexual relationship with supervisor, after relationship ended, she was terminated for time and attendance issues. Court held voluntary does not necessarily mean welcome. First recognition that hostile environment sexual harassment is actionable under Title VII. Burlington Industries v. Ellerth and Faragher v.
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Allegations of sexual harassment, sexism within Colorado judicial system outlined in memo

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Allegations of sexual harassment, sexism within Colorado judicial system outlined in memo

Check here frequently for new sexual harassment and employment law California Supreme Court decisions. Note: Viewing the opinions below may require Adobe Reader. Supreme Court Arbitration Related Decisions. Harris v. S - "Under the FEHA, when a jury finds that unlawful discrimination was a substantial factor motivating a termination of employment, and when the employer proves it would have made the same decision absent such discrimination, a court may not award damages, backpay, or an order of reinstatement.
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The Norwegian Supreme Court has confirmed the lower threshold for sexual harassment

E ven as the MeToo and TimesUp movements continue to shape the national and global conversation about workplace sexual harassment, those on the receiving end of such harassment often still find it difficult to come forward — let alone to file a lawsuit. One major reason why legal remedies for workplace harassment are so hard to come by dates back to 20 years ago this Tuesday, on June 26, , when the Supreme Court ruled on a pair of cases that would change the way U. City of Boca Raton and Burlington Industries v. These two cases arrived before the Supreme Court at a moment when this field of law was rapidly evolving.
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Company Policy. Mandatory and regular anti-harassment training is one of the key ways to protect your employees and everyone in your workplace from harassment. Smart employers recognize effective sexual harassment training is an important part of creating a workplace that is safe for everyone. Many organizations are experiencing a rise in in workplace harassment complaints and strong training, whether legally required or not, is necessary to address harassment in the workplace. Sexual harassment training serves many purposes — education, compliance with laws, and risk mitigation.
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