Even when an employer takes prompt remedial action to defeat a sexual harassment claim, it may still be liable for retaliation. A NH employer was reminded of this recently in Rand v. Town of Exeter (11-CV-55-PB) (10/2/13).
Brenda Rand worked as a solid waste transfer operator for the Town’s Highway Department. Rand alleged that a
The US Supreme Court in the case of Vance v. Ball State University issued on June 24, 2013 decided the question of who qualifies as a “supervisor” in a Title VII claim of harassment based on race. The decision has been anxiously awaited because it impacts the standard by which an employer’s liability will be
The United States District Court decision issued on February 22, 2013, Walker v. N.H. Administrative Office of the Court (“AOC”), in which it ruled on what portions of an employer’s investigation file should be turned over to the plaintiff. The case was filed by the Administrator of the estate of the former clerk of a
“Sticks and stone may break my bones”…but names in the workplace may cost you a fortune! The Proposed Workplace Bullying Law and its Likely Consequences for Massachusetts Employers.
When I was a newly minted attorney a superior once hurled the f-bomb at me because he did not like the answer I was giving to a
Employer liability for harassment in the workplace is before the U.S. Supreme Court. On November 26, 2012, the Supreme Court heard oral argument in Vance v. Ball State University. At issue is the scope of the “Supervisor” Liability Rule in discrimination cases under Title VII. This is a long awaited case on who qualifies as