19 Cited authorities

Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,324 times 22 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Faragher v. Boca Raton
524 U.S. 775 (1998) Cited 9,267 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
Burlington Indus., Inc. v. Ellerth
524 U.S. 742 (1998) Cited 7,099 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"
Pa. State Police v. Suders
542 U.S. 129 (2004) Cited 1,842 times 9 Legal Analyses
Holding that a hostile-work-environment claim is a "lesser included component" of the "graver claim of hostile-environment constructive discharge"
Mandel v. M & Q Packaging Corp.
706 F.3d 157 (3d Cir. 2013) Cited 893 times 1 Legal Analyses
Holding that any claims alleging retaliation were barred because the plaintiff did not check the box for retaliation or describe any retaliatory conduct in the Charge
Abramson v. William Paterson Coll. of N.J
260 F.3d 265 (3d Cir. 2001) Cited 1,172 times
Holding that plaintiff produced sufficient evidence to preclude summary judgment where her supervisors' continued discriminatory comments demonstrated ongoing antagonism
Brewer v. Quaker State Oil Ref. Corp.
72 F.3d 326 (3d Cir. 1995) Cited 953 times 2 Legal Analyses
Holding that McDonnell Douglas framework applies to ADEA claims
Michael v. Caterpillar Financial
496 F.3d 584 (6th Cir. 2007) Cited 632 times 2 Legal Analyses
Holding that putting plaintiff on brief paid administrative leave and a 90-day performance plan met the "relatively low bar" of a materially adverse action
Blackburn v. United Parcel Service
179 F.3d 81 (3d Cir. 1999) Cited 345 times
Holding that employee's statement was not admissible under Rule 801(d)(D) in absence of evidence that employee was speaking for employer on matter within scope of agency or employment
Clark v. Runyon
218 F.3d 915 (8th Cir. 2000) Cited 243 times
Holding employee must have same supervisor, be subjected to same standards, and engage in similar conduct to the plaintiff's to constitute a similarly situated employee

Maldonado v. Federal Express Corporation

19 Cited authorities

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

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

Holding that a hostile-work-environment claim is a "lesser included component" of the "graver claim of hostile-environment constructive discharge"

Holding that any claims alleging retaliation were barred because the plaintiff did not check the box for retaliation or describe any retaliatory conduct in the Charge

Holding that plaintiff produced sufficient evidence to preclude summary judgment where her supervisors' continued discriminatory comments demonstrated ongoing antagonism

Holding that McDonnell Douglas framework applies to ADEA claims

Holding that putting plaintiff on brief paid administrative leave and a 90-day performance plan met the "relatively low bar" of a materially adverse action

Holding that employee's statement was not admissible under Rule 801(d)(D) in absence of evidence that employee was speaking for employer on matter within scope of agency or employment

Holding employee must have same supervisor, be subjected to same standards, and engage in similar conduct to the plaintiff's to constitute a similarly situated employee