Holding that incidents were not severe or pervasive enough to establish hostile work environment claim where the plaintiff alleged that her supervisor "frequently told jokes with sexual overtones, once referred to plaintiff as 'Hot Lips,' and several times made comments about [the plaintiff's] state of dress"
Holding that "when coworker harassment is at issue, an employer is not liable for `mere negligence,' but is liable `if its response manifests indifference or unreasonableness in light of the facts the employer knew or should have known.'"
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
29 C.F.R. § 1614.110 Cited 227 times 1 Legal Analyses
Compelling final decision “within 60 days of the end of the 30-day period for the complainant to request a hearing . . . where the complainant has not requested [one]”
29 C.F.R. § 1614.405 Cited 83 times 3 Legal Analyses
Providing that " decision [of the EEOC in an administrative appeal] is final . . . unless . . . [e]ither party files a timely request for reconsideration"