Recent Blog Posts
Florida Federal Court Rules That Employer Is Strictly Liable For Alleged Sexual Harassment By Company Owner
Under Title VII of the Civil Rights Act of 1964 (Title VII), an employer’s liability for sexual harassment depends on whether the harasser is the victim’s supervisor or merely a co-employee. In Faragher v. City of Boca Raton, 524 U.S. 775 (1998) and Burlington Indus., Inc. v. Ellerth, 524 U.S. 742 (1998), the U.S…. Read More »
Male Employee Told Deal With Sexual Harassment From Female Employee By Putting On His “Big Boy Pants”
Title VII of the Civil Rights Act of 1964 (Title VII) makes sexual harassment which is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive work environment unlawful. Having represented sexual harassment victims for almost twenty years, our Central Florida hostile work environment harassment attorneys have learned… Read More »
Court Finds Sufficient Evidence To Show That Employee Was Discriminatorily Fired For Punching Supervisor Who Used Racial Slurs
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from discriminating against employees on the basis of race, color, religion, sex, or national origin. Under Title VII, employers are required to treat all employees the same. However, as our Central Florida race discrimination attorneys have learned through litigating race discrimination… Read More »
Publix Worker Files Lawsuit for Discrimination after Years of Harassment on the Job
Popular Florida-based grocery store chain Publix has been facing a great deal of negative attention in recent weeks for discriminatory treatment towards its LGBT employees. Earlier in the year, news broke that the supermarket chain was refusing to cover the cost of pre-exposure prophylactic drugs intended to prevent HIV infection among its workers. Now,… Read More »
Federal Court’s Ruling Shows That All Employees Are Protected From Gender Stereotyping Discrimination
Under Title VII of the Civil Rights Act of 1964 (Title VII), employees are protected from discrimination because of sex. To date, all of the federal courts of appeals, except the U.S. Seventh Circuit Court of Appeals, to squarely address the issue have held that discrimination on the basis of sexual orientation does not… Read More »
U.S. Supreme Court Declines To Hear Appeal & Decide Whether Federal Law Prohibits Sexual Orientation Discrimination
Title VII of the Civil Rights Act of 1964 (Title VII), which is federal law, protects employees from discrimination on the basis of sex. The U.S. Equal Employment Opportunity Commission (EEOC), the federal agency charged with enforcing Title VII, has interpreted Title VII’s sex-based protections to include discrimination on the basis of sexual orientation…. Read More »
Appellate Court Rules That Employee Is Not Required To Quit In Order To Bring A Sexual Harassment Lawsuit
Title VII of the Civil Rights Act of 1964 (Title VII) makes sexual harassment that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create a hostile working environment an unlawful employment practice. As part of establishing a prima facie case of hostile work environment sexual harassment, a victim… Read More »
Employees Are Protected From Retaliation When Giving Deposition Testimony In Employment Discrimination Lawsuits
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from discriminating against employees on the basis of race, color, national origin, sex, and religion. Under Title VII, employees are protected from retaliation for making a charge of discrimination, testifying, assisting, or participating in any manner in an investigation, proceeding, or… Read More »
Proving Retaliation When An Employer Fails To Offer An Explanation For An Employee’s Discharge
Title VII of the Civil Rights Act of 1964 protects employees from retaliation for complaining about discrimination or harassment in the workplace, including sexual harassment. In the context of a retaliatory discharge claim under Title VII, an employer is obligated to articulate a legitimate, non-retaliatory reason for the employee’s termination. The employer’s burden is… Read More »
Federal Court Rules That Exotic Dancer Is Protected Against Unwelcome Sexual Harassment At Her Workplace
In order to establish a claim of hostile work environment sexual harassment, a victim must demonstrate that the harassment was unwelcome. As explained by the U.S. Supreme Court in Meritor Sav. Bank, FSB v. Vinson, 477 U.S. 57 (1986), that the conduct in question is unwelcome is “the gravamen of any sexual harassment claim.”… Read More »
