Gender-based harassment cases come in many forms. And companies would be well advised to ensure that their antiharassment polices are broad enough to anticipate the issues.
That was the lesson in an important decision issued in September by the U.S. Court of Appeals for the Fifth Circuit. The en banc ruling reversed an April 2012 decision by a three-judge panel, and validated a claim brought by the Equal Employment Opportunity Commission on behalf of an iron worker named Kerry Woods.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
