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Kulvinder Boparai, Complainant, v. Eric K. Shinseki, Secretary, Department of Veterans Affairs, Agency.

0120114150 (E.E.O.C. Feb. 9, 2012)
Kulvinder Boparai, Complainant, v. Eric K. Shinseki, Secretary, Department of Veterans Affairs, Agency.

10 Cited authorities

  1. Harris v. Forklift Sys., Inc.

    510 U.S. 17 (1993)   Cited 12,642 times   23 Legal Analyses
    Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

  2. Faragher v. Boca Raton

    524 U.S. 775 (1998)   Cited 9,479 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

  3. Burlington Indus., Inc. v. Ellerth

    524 U.S. 742 (1998)   Cited 7,230 times   93 Legal Analyses
    Holding that an employer is not liable for a hostile work environment created by one of its employees when "the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and . . . the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise"

  4. Clark Cty. Sch. Dist. v. Breeden

    532 U.S. 268 (2001)   Cited 5,531 times   12 Legal Analyses
    Holding that the temporal proximity requirement to establish a prima facie case "between an employer's knowledge of protected activity and an adverse employment action as sufficient evidence" must be "very close"

  5. Meritor Sav. Bank v. Vinson

    477 U.S. 57 (1986)   Cited 6,590 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

  6. Henson v. City of Dundee

    682 F.2d 897 (11th Cir. 1982)   Cited 980 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

  7. Section 2000e - Definitions

    42 U.S.C. § 2000e   Cited 52,468 times   130 Legal Analyses
    Granting EEOC authority to issue procedural regulations to carry out Title VII provisions

  8. Section 794 - Nondiscrimination under Federal grants and programs

    29 U.S.C. § 794   Cited 12,643 times   30 Legal Analyses
    Adopting ADA standards for Rehabilitation Act claims

  9. Section 791 - Employment of individuals with disabilities

    29 U.S.C. § 791   Cited 2,302 times   6 Legal Analyses
    Adopting standards for ADA claims under § 501 of the Rehabilitation Act, including 42 U.S.C. § 12112, which forbids discrimination "against a qualified individual with a disability because of the disability . . ."

  10. Section 1604.11 - Sexual harassment

    29 C.F.R. § 1604.11   Cited 958 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"