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Pennsylvania State Police v. Suders
In a case alleging constructive discharge resulting from sexual harassment, an employer may assert the Ellerth/Faragher affirmative defense unless the plaintiff quit in reasonable response to an adverse action officially changing her employment status or situation.Williams, plaintiff-appellant v. New York City Housing Authority, defendants-respondents
Free With Registration: 2005 Amendment to City's Human Rights Law 'Construed Liberally' in Sex Discrimination CaseIs it Against the Law to be a Jerk?
The less obvious "workplace jerk" may pose more of a threat to an employer than the instantly recognizable lecherous sexual harasser or the blatant racist. Even if the workplace jerk does not take adverse employment action, his or her actions may give rise to "hostile work environment" liability if the jerk's abusive behavior was motivated by some protected characteristic of the employee.Lack of Sexual Content to Abuse Does Not Prevent Employer Liability
The sexual harassment claim of a First Union National Bank employee subjected to "a barrage of threats and gender-based insults" by her supervisor may proceed to trial even though the supervisor made no sexual advances, the 4th U.S. Circuit Court of Appeals ruled, partially reversing the district court.Corporate Transparency Act Resource Kit
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Revenue, Profit, Cash: Managing Law Firms for Success
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Law Firm Operational Considerations for the Corporate Transparency Act
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The Ultimate Guide to Remote Legal Work
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