29 C.F.R. §1604.11 - Sexual harassment

Cite as29 C.F.R. §1604.11
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851 cases
  • Gliatta v. Tectum, Inc., 2:01-CV-199.
    • United States
    • United States District Courts. 6th Circuit. United States District Courts. 6th Circuit. Southern District of Ohio
    • 8 Julio 2002
    ...nonemployees only when they knew or should have known of the offensive behavior and failed to take immediate and appropriate action. 29 C.F.R. § 1604.11(e). In order to hold Tectum liable for Tocco's actions, Plaintiff must prove that Tectum knew or should have known of the harassment and f......
  • Ferguson v. EI duPont de Nemours and Co., Inc., Civ. A. No. 76-407
    • United States
    • United States District Courts. 3th Circuit. United States District Court (Delaware)
    • 24 Marzo 1983
    ...interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. 29 C.F.R. § 1604.11(a). As noted previously, and as recognized by the EEOC guidelines, cases based upon sexual harassment generally fall within two broad categories: fir......
  • Husser v. N.Y.C. Dep't of Educ., 12–CV–6095 (MKB)(JO).
    • United States
    • United States District Courts. 2nd Circuit. United States District Court (Eastern District of New York)
    • 30 Septiembre 2015
    ...conduct of a sexual nature.’ " Meritor Sav. Bank, FSB v. Vinson, 477 U.S. 57, 65, 106 S.Ct. 2399, 91 L.Ed.2d 49 (1986) (quoting 29 C.F.R. § 1604.11(a) (1985) ). The Second Circuit distinguishes between "uninvited sexual solicitations; intimidating words or acts; [and] obscene language or ge......
  • Jernigan v. Alderwoods Group, Inc., Civil No. 05-1420-PK.
    • United States
    • United States District Courts. 9th Circuit. United States District Court (Oregon)
    • 21 Mayo 2007
    ...interfer[es] with an individual's work performance or creat[es] an intimidating, hostile, or offensive working environment." 29 C.F.R. § 1604.11(a)(3) (emphasis added). Plaintiffs need not show that Baker physically threatened them. Nor are they required to show that Baker's conduct made it......
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18 firm's commentaries
  • Steptoe & Johnson's First Look Winter 2018 Insurance Newsletter
    • United States
    • JD Supra United States
    • 20 Diciembre 2018
    ...Griffi n et al., #MeToo: One Year Later, BLOOMBERG, Oct. 5, 2018, https://www.bloomberg.com/graphics/2018-me-too-anniversary/. 9 29 C.F.R. § 1604.11(a). 10 42 U.S.C. § 1981a(a)(1), -b(1). 11 Facts About Retaliation, EEOC, https://www.eeoc.gov/laws/types/retaliation.cfm (last visited Oct 8, ......
  • NLRB General Counsel Reveals Intent to Expand Section 7 Protections
    • United States
    • JD Supra United States
    • 28 Abril 2021
    ...origin” and to investigate reports of such harassment and to take prompt and effective remedial action. See 42 U.S.C. § 2000e-2(a); 29 C.F.R. § 1604.11(d). Local laws in many states and cities have even stricter requirements regarding preventing and addressing workplace harassment. Employer......
  • NLRB General Counsel Reveals Intent to Expand Section 7 Protections
    • United States
    • LexBlog United States
    • 27 Abril 2021
    ...origin” and to investigate reports of such harassment and to take prompt and effective remedial action. See 42 U.S.C. § 2000e-2(a); 29 C.F.R. § 1604.11(d). Local laws in many states and cities have even stricter requirements regarding preventing and addressing workplace harassment. Employer......
  • February 2018: Defining Sexual Harassment: The State of the Law
    • United States
    • JD Supra United States
    • 2 Marzo 2018
    ...even by non-supervisors if they knew or should have known about the harassment but failed to take adequate steps to address it. See 29 C.F.R. § 1604.11(d). Most, if not all, states permit negligent hiring, retention, or supervision claims against employers who have reason to believe one of ......
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