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Larry Wild, Complainant, v. William S. Cohen, Secretary, Department of Defense (Defense Investigative Service), Agency.

01984101 (E.E.O.C. Sep. 12, 2000)
Larry Wild, Complainant, v. William S. Cohen, Secretary, Department of Defense (Defense Investigative Service), Agency.

12 Cited authorities

  1. 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"

  2. Faragher v. Boca Raton

    524 U.S. 775 (1998)   Cited 9,319 times   100 Legal Analyses
    Holding that, to be actionable, the alleged conduct "must be extreme" and "the sporadic use of abusive language, gender-related jokes, and occasional teasing" are not enough

  3. Burlington Indus., Inc. v. Ellerth

    524 U.S. 742 (1998)   Cited 7,129 times   92 Legal Analyses
    Holding that an employer is not liable for a hostile work environment created by one of its employees when "the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and . . . the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise"

  4. Universal Camera Corp. v. Nat'l Labor Relations Bd.

    340 U.S. 474 (1951)   Cited 9,575 times   3 Legal Analyses
    Holding that court may not "displace the Board's choice between two fairly conflicting views, even though the court would justifiably have made a different choice had the matter been before it de novo "

  5. Fuller v. City of Oakland

    47 F.3d 1522 (9th Cir. 1995)   Cited 642 times
    Holding that employer could not be shielded from liability for sexual harassment where its investigation was inadequate, its offer to transfer victim improperly targeted the victim rather than the harasser, and the employer "failed to take any appropriate remedial steps once it learned of the harassment"

  6. Henson v. City of Dundee

    682 F.2d 897 (11th Cir. 1982)   Cited 977 times   1 Legal Analyses
    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

  7. Rabidue v. Osceola Refining Co.

    481 U.S. 1041 (1987)   Cited 241 times
    Finding that an ice cream product's foil wrapper was functional, but that its overall appearance was not, and that competitor was precluded from using a foil wrapper with an overall appearance that was confusingly similar to the wrapper

  8. Hartsell v. Duplex Prods., Inc.

    123 F.3d 766 (4th Cir. 1997)   Cited 354 times
    Holding that employer's conduct was not severe or pervasive where employer never propositioned, taunted, flirted with, or inappropriately touched plaintiff

  9. Holman v. State of Ind.

    211 F.3d 399 (7th Cir. 2000)   Cited 267 times
    Holding that Title VII does not provide a remedy when both sexes are treated badly because Title VII is predicated on discrimination

  10. Rabidue v. Osceola Refining Co.

    805 F.2d 611 (6th Cir. 1986)   Cited 232 times
    Holding that plaintiff must prove "that the employer, through its agents or supervisory personnel, knew or should have known of the charged sexual harassment and failed to implement prompt and appropriate corrective action"