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Lulverne M. Tom, Appellant, v. Donna E. Shalala, Secretary, Department of Health and Human Services, Agency.

01966875 (E.E.O.C. Oct. 1, 1998)
Lulverne M. Tom, Appellant, v. Donna E. Shalala, Secretary, Department of Health and Human Services, Agency.

11 Cited authorities

  1. Faragher v. Boca Raton

    524 U.S. 775 (1998)   Cited 9,458 times   101 Legal Analyses
    Holding that, to be actionable, the alleged conduct "must be extreme" and "the sporadic use of abusive language, gender-related jokes, and occasional teasing" are not enough

  2. Meritor Sav. Bank v. Vinson

    477 U.S. 57 (1986)   Cited 6,582 times   18 Legal Analyses
    Holding that sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive

  3. Knabe v. the Boury Corp.

    114 F.3d 407 (3d Cir. 1997)   Cited 652 times   1 Legal Analyses
    Holding that even if the investigation is lacking, the employer cannot be held liable unless the remedial action taken subsequent to the investigation is also lacking

  4. Fuller v. City of Oakland

    47 F.3d 1522 (9th Cir. 1995)   Cited 654 times
    Holding that employer could not be shielded from liability for sexual harassment where its investigation was inadequate, its offer to transfer victim improperly targeted the victim rather than the harasser, and the employer "failed to take any appropriate remedial steps once it learned of the harassment"

  5. Henson v. City of Dundee

    682 F.2d 897 (11th Cir. 1982)   Cited 979 times   1 Legal Analyses
    Holding that where a supervisor makes sexual overtures to employees of both genders, or where the conduct is equally offensive to male and female workers, the conduct may be actionable under state law, but it is not actionable as harassment under Title VII because men and women are accorded like treatment

  6. Jones v. Flagship Intern

    793 F.2d 714 (5th Cir. 1986)   Cited 482 times
    Holding that a termination decision is not pretextual if the employer "had reasonable grounds [for the decision], or in good faith thought it did"

  7. Bundy v. Jackson

    641 F.2d 934 (D.C. Cir. 1981)   Cited 403 times
    Holding that where a plaintiff alleges that she was denied an increase in pay and grade, the relevant inquiry is whether a similarly-situated person outside the plaintiff's protected class requested and received the same kind of promotion or increase under similar circumstances

  8. Johnson v. Bunny Bread Co.

    646 F.2d 1250 (8th Cir. 1981)   Cited 335 times
    Holding racial comments that are merely part of casual conversation or are sporadic do not trigger Title VII's sanctions

  9. Katz v. Dole

    709 F.2d 251 (4th Cir. 1983)   Cited 311 times   1 Legal Analyses
    Holding that sexual harassment includes the use of "extremely vulgar and offensive sexually related epithets addressed to and employed about [plaintiff]"

  10. Walker v. Ford Motor Co.

    684 F.2d 1355 (11th Cir. 1982)   Cited 158 times
    Holding that plaintiff established hostile environment where racial harassment made plaintiff “feel unwanted and uncomfortable in his surroundings,” even though it was not directed at him

  11. Section 1604.11 - Sexual harassment

    29 C.F.R. § 1604.11   Cited 957 times   14 Legal Analyses
    Holding employers liable for co-worker harassment if "the employer (or its agents or supervisory employees) knows or should have known of the conduct, unless it can show that it took immediate and appropriate corrective action"