Employers who play music in the workplace – or allow employees to play music in the workplace – beware. The Ninth Circuit Court of Appeals recently held that the content of music played in the workplace could give rise to liability for hostile work environment sexual harassment under Title VII of the Civil Rights Act.
On June 16, the New Jersey Supreme Court issued a stark reminder that a supervisor’s isolated but highly offensive comments may — on their own — be enough to sustain a hostile work environment claim under New Jersey’s Law Against Discrimination.
With many human resources professionals and legal advisors dealing with COVID-19 and its associated
Characterizing its own precedent as “inconsistent” and “confusing,” the Third Circuit Court of Appeals, in a published opinion earlier this month, undertook to “clarify” the “correct standard” for establishing a hostile work environment claim under federal anti-discrimination law (in particular, Title VII). Castleberry v. STI Group, No. 16-3131. To state such a claim, plaintiffs