Harris v. Forklift Systems.doc

Harris v. Forklift Systems.doc - Page 1 LEXSEE 510 U.S. 17...

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Page 1 LEXSEE 510 U.S. 17 TERESA HARRIS, PETITIONER v. FORKLIFT SYSTEMS, INC. No. 92-1168 SUPREME COURT OF THE UNITED STATES 510 U.S. 17 ; 114 S. Ct. 367 ; 126 L. Ed. 2d 295 ; 1993 U.S. LEXIS 7155 ; 62 U.S.L.W. 4004 ; 63 Fair Empl. Prac. Cas. (BNA) 225 ; 62 Empl. Prac. Dec. (CCH) P42,623 ; 93 Cal. Daily Op. Service 8330 ; 93 Daily Journal DAR 14212 ; 7 Fla. L. Weekly Fed. S 655 October 13, 1993, Argued November 9, 1993, Decided PRIOR HISTORY: ON WRIT OF CERTIOR- ARI TO THE UNITED STATES COURT OF AP- PEALS FOR THE SIXTH CIRCUIT. DISPOSITION: 976 F.2d 733 , reversed and re- manded. CASE SUMMARY: PROCEDURAL POSTURE: The court granted certiorari to review a judgment from the United States Court of Appeals for the Sixth Circuit in order to resolve a conflict among the circuit courts of appeal concerning whether conduct had to seriously affect an employee's psychological well-being to be actionable as an abusive work environment under Title VII of the Civil Rights Act of 1964, 42 U.S.C.S. ß 2000e-2(a)(1) . OVERVIEW: The court held that the district court erred when it relied on whether a manager- 's conduct seriously affected plaintiff worker's psychological well being or led her to suffer in - jury. The court held that while Title VII of the Civil Rights Act of 1964, 42 U.S.C.S. ß 2000e-2(a) (1) barred conduct that would seriously affect a reasonable person's psychological well being, the statute was not limited to such conduct. The court held that as long as the environment would reasonably be perceived and was perceived as hostile or abusive, there was no need for it also to be psychologically injurious. The court found that psychological harm could be taken into account, but was not required by the statute. OUTCOME: The court reversed the lower court's judgment and remanded the action for further proceedings consistent with its opinion.
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DECISION: Federal District Court held to have applied incorrect standards under Title VII of Civil Rights Act of 1964 in rejecting female worker's claim alleging abusive work environment because of gender. SUMMARY: One of the provisions of Title VII of the Civil Rights Act of 1964 ( 42 USCS 2000e et seq. ) is 42 USCS 2000e-2(a)(1) , which in pertinent part pro- hibits an employer from discriminating against an individual with respect to "terms, conditions, or privileges of employment," on the basis of race, color, religion, sex, or national origin. In Meritor Savings Bank v Vinson (1986) 477 US 57, 91 L Ed 2d 49, 106 S Ct 2399 , which involved a sexual harassment claim asserted under Title VII, the United States Supreme Court held that pursuant to 2000e-2(a)(1), a plaintiff may establish a viola- tion of Title VII by proving that discrimination based on sex has created a hostile or abusive work environment. A female worker who had quit a company filed suit against the company in the United States District Court for the Middle Dis- trict of Tennessee and claimed that the conduct of the company's male president had created an
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This note was uploaded on 04/18/2011 for the course LAW 0856 taught by Professor Hodge during the Fall '10 term at Temple.

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Harris v. Forklift Systems.doc - Page 1 LEXSEE 510 U.S. 17...

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