Employment and Work

  • Determined whether an employee who suffered sexual harassment by a supervisor can recover damages against her employer under Title VII.
  • This case, the first sexual harassment class action to reach federal court, determined whether the person appointed to determine the damages owed to victims of workplace sexual harassment committed legal errors in his discovery report.
  • Determined whether a municipality can discard results from an otherwise valid civil service exam when the results of the exam unintentionally prevent the promotion of minority candidates.
  • Determined whether non-profit organizations that have religious objections to contraception have the right to exclude coverage of contraception in their group health insurance plans.
  • Determined whether an employer violated federal anti-discrimination law when it responded to an employee's sexual harassment complaint by transferring her to a less desirable job and later suspending her without pay for over a month.
  • Concerned sexual harassment charges against a judge and the Nebraska Supreme Court.
  • Determined the definition of a hostile work environment under Title VII.
  • Concerned the sexual harassment and sex discrimination at work based on rumors of a female employee "sleeping with her male boss to obtain promotions." 
  • Determined whether state statutes that place greater obligations on employers conflict with the federal Pregnancy Leave Act.
  • Determined whether an employer's conduct has to be "egregious" or "outrageous" in order to sustain an award of punitive damages under Title VII and the Americans with Disabilities Act.
  • Determined whether an organization is considered place of public accommodation when its purpose is to build relationships that would advance leadership skills, and therefore cannot discriminate on the basis of sex.
  • The U.S. District Court erred in denying Plaintiffs’ class-action motion by failing to consider the anecdotal evidence submitted to prove companywide bias practices.