Doris Starkes, Complainant, v. Louis Caldera, Secretary, Department of the Army, Agency.

9 Cited authorities

Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,387 times 23 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Meritor Sav. Bank v. Vinson
477 U.S. 57 (1986) Cited 6,506 times 18 Legal Analyses
Holding that sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive
Grant v. Bethlehem Steel Corp.
622 F.2d 43 (2d Cir. 1980) Cited 338 times
Holding that plaintiff established causal connection despite an eight-month lapse in time when the defendant was unable to retaliate any sooner under the circumstances
Hochstadt v. Worcester Foundation for Experimental Biology
545 F.2d 222 (1st Cir. 1976) Cited 248 times 3 Legal Analyses
Holding that, in balancing the scope of reasonable opposition conduct, "[t]he requirements of the job and the tolerable limits of conduct in a particular setting must be explored"
McKinney v. Dole
765 F.2d 1129 (D.C. Cir. 1985) Cited 143 times
Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"
Smith v. Monsanto Chemical Co.
770 F.2d 719 (8th Cir. 1985) Cited 96 times
Finding much stronger comparative evidence insufficient as a matter of law
Vinson v. Taylor
753 F.2d 141 (D.C. Cir. 1985) Cited 92 times
Reversing evidentiary ruling that disallowed the testimony of other women's experiences in a Title VII, employment law context because such testimony could help establish that there was a hostile work environment
Hochstadt v. Worcester Foundation, Etc.
425 F. Supp. 318 (D. Mass. 1976) Cited 87 times
Holding that discharge six months after EEOC settlement and a month after an informal complaint satisfies causation requirement
Potter v. Goodwill Industries of Cleveland
518 F.2d 864 (6th Cir. 1975) Cited 46 times
In Potter v. Goodwill Industries of Cleveland, 518 F.2d 864 (6th Cir. 1975), a case involving a claim of racially discriminatory dismissal and conditions of employment, this Court reiterated the McDonnell Douglas prima facie standard.

Doris Starkes, Complainant, v. Louis Caldera, Secretary, Department of the Army, Agency.

9 Cited authorities

Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

Holding that sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive

Holding that plaintiff established causal connection despite an eight-month lapse in time when the defendant was unable to retaliate any sooner under the circumstances

Holding that, in balancing the scope of reasonable opposition conduct, "[t]he requirements of the job and the tolerable limits of conduct in a particular setting must be explored"

Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"

Finding much stronger comparative evidence insufficient as a matter of law

Reversing evidentiary ruling that disallowed the testimony of other women's experiences in a Title VII, employment law context because such testimony could help establish that there was a hostile work environment

Holding that discharge six months after EEOC settlement and a month after an informal complaint satisfies causation requirement

In Potter v. Goodwill Industries of Cleveland, 518 F.2d 864 (6th Cir. 1975), a case involving a claim of racially discriminatory dismissal and conditions of employment, this Court reiterated the McDonnell Douglas prima facie standard.