Topic
Harassment
683 published works
Texas Employment Lawyer
Prior congenial contact with alleged harasser is permissible if at some point the conduct becomes uninvited.
By JMANCHESTER
“Contravening the heavy weight of this inference is the fact that the text messages at some point changed, indicating [Plaintiff]’s strong desire that [harasser] stop contacting her. This suggests that…
Gender and the Law Prof Blog
Dangerous Masculinity in the Korean Military
By John Kang
South Korea, like some other nations, has compulsory military service for its young men. Recently, there have been very troubling reports of harassment and bullying by male superiors against their…
PropertyProf Blog
‘Strip Club Mogul’ Buys House Next to Ex-Wife, Erects Giant Middle Finger Sculpture
Gawker does some reporting on the above picture:A Michigan man has reportedly gone to Internet-ready lengths in order to troll his ex-wife with a daily reminder of his feelings towards…
Texas Employment Lawyer
Under the requisite totality of the circumstances, a material fact issue exists on whether the comments and actions of an employer were severe or pervasive.
“A fact issue exists as to whether conduct is severe or pervasive where an employee provides evidence that the harasser ‘sought her out, gave her hugs, invited her to drinks,…
Employment Discrimination Report
“Anti-Harassment At The Heart Of EEOC’s Mission”
Incidents of harassment against Muslim and Arab employees have been on the rise, with virulent and racist epithets and slurs at the core. On October 2, 2013 we reported on a…
Labor Law Prof Blog
EEOC Update – $100,000 Settlement in Harassment Case
Image from EEOC.govThe EEOC recently settled an interesting national origin/religion harassment case with an Illinois based GMC/Cadillac car dealership. The complaint had alleged widespread harassment against three Arab Muslim workers. …
Texas Employment Lawyer
When the harassment is at the hands of two supervisors at different times, a plaintiff needs to prove that the employer knew or should have known of the harassment and did not take prompt remedial action, and the plaintiff is still able to use the continuing violation doctrine.
“As Dr. Vives alleges putatively harassing acts after February 3, 2009, she may sweep back in all of the harassment that she alleges has occurred during her time at Children’s.…
Employment Law Worldview
Impact of claimant’s dishonesty on injury to feelings compensation
So here is Friday’s teaser – let us suppose that an Employment Tribunal has just decided that you have been sexually harassed by your former boss, that he was fixated…
Employer Labor Relations
NLRB ALJ Finds Hooters’ Handbook Rules and Termination of Waitress To Be Unlawful
By: Ashley K. Laken, Esq. On May 19th, an NLRB administrative law judge (“ALJ”) found that a Hooters franchise located in Ontario, California unlawfully fired a waitress after she complained…
San Antonio Employment Law Blog
Prompt Remedial Action Will Avoid Liability
One of the wonderful things about employment law is that employers have several ways to avoid liability for "stupid" things management might do. One big tool in the employer's arsenal…