In today’s workplace, managers are well-advised not to treat Bill O’Reilly as a household deity. One would think this goes without saying, but in Murphy v. Hotwire Communications, No. 2:19-cv-5901, 2020 U.S. Dist. LEXIS 78695 (E.D. Pa. May 5, 2020), the court considered this and other colorful facts when denying defendant Hotwire’s motion to dismiss, finding that former employee Loretta Murphy had stated viable claims for hostile-work-environment sex discrimination, age discrimination and retaliation.
Exclusionary Treatment and Unanswered Complaint
Hotwire hired Murphy as an assistant general counsel in 2007. Shortly after Murphy joined Hotwire, her supervisor—General Counsel Jonathan Bullock—allegedly began showing bias and favoritism toward the male attorneys on his team, excluding Murphy from invitations to team meals and meetings.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]