“Plaintiff testified that because she was provided no assurances about how no contact with [the harasser] was going to be enforced and [the harasser] was not disciplined in any manner, she had no choice but to accept the transfer. A genuine issue of material fact exists as to whether the employer exercised reasonable care to
Sexual Harassment
Under the requisite totality of the circumstances, a material fact issue exists on whether the comments and actions of an employer were severe or pervasive.
By Carmen Artaza on
Posted in Employment Discrimination, Sexual Harassment
“A fact issue exists as to whether conduct is severe or pervasive where an employee provides evidence that the harasser ‘sought her out, gave her hugs, invited her to drinks, took a photo of her and showed it to his subordinate, used her cell phone and added him to her Facebook ‘friends,’ and showed her…
An employee does not have to identify the specific instances of sexual harassment or retaliation in the charge of discrimination to exhaust administrative remedies.
By Carmen Artaza on
“Plaintiff provided notice to the TWC that Dr. Decherd was sexually harassing her and that she complained to her supervisor of the alleged conduct. Plaintiff was not required to specifically detail each and every instance of sexually harassing conduct allegedly engaged in by Dr. Decherd.”
Sanders v. Christus Santa Rosa PASC, 13-CV-250, 2014 WL…