Harris v. Forklift Sys., Inc.

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

Corning Glass Works v. Brennan

Holding that an employer has the burden of proof to show that it falls within the stated exemption

Henson v. City of Dundee

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

Laffey v. Northwest Airlines, Inc.

Holding that under Title VII class action, single-filing cannot revive claims that are no longer viable at the time of filing

Section 2000e - Definitions

Granting EEOC authority to issue procedural regulations to carry out Title VII provisions

Section 621 - Congressional statement of findings and purpose

Finding that "older workers find themselves disadvantaged in their efforts to retain employment, and especially to regain employment when displaced from jobs"

Section 206 - Minimum wage

Asking only whether the alleged inequality resulted from “any other factor other than sex”

Section 791 - Employment of individuals with disabilities

Adopting standards for ADA claims under § 501 of the Rehabilitation Act, including 42 U.S.C. § 12112, which forbids discrimination "against a qualified individual with a disability because of the disability . . ."

Section 1614.110 - Final action by agencies

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]”

Section 1614.604 - Filing and computation of time

Providing the time limits applicable to the subject regulations "are subject to waiver, estoppel and equitable tolling"

Section 1614.109 - Hearings

Governing administrative hearings

Section 1620.14 - Testing equality of jobs

Explaining that the requirements of substantially equal skill, effort, and responsibility are separate tests, each of which must be met

Section 1614.405 - Decisions on appeals

Providing that " decision [of the EEOC in an administrative appeal] is final . . . unless . . . [e]ither party files a timely request for reconsideration"

Section 1620.15 - Jobs requiring equal skill in performance

Discussing ability as a subfactor of skill

Section 1620.17 - Jobs requiring equal responsibility in performance

Stating that "payment of a higher rate" to an employee who has "additional degree of responsibility which may materially affect the business operations of the employer" is permissible

Section 1614.605 - Representation and official time

Section 1620.16 - Jobs requiring equal effort in performance

Stating that "[w]here substantial differences exist in the amount or degree of effort required to be expended in the performance of jobs, the equal pay standard cannot apply even though the jobs may be equal in all other respects"

Section 1614.403 - How to appeal

Indicating that failure to file timely appeal requires dismissal by EEOC