BURLINGTON INDUSTRIES, INC. v. ELLERTH () F.3d , affirmed. Syllabus, Opinion [ Kennedy ], Concurrence [ Ginsburg ], Dissent [ Thomas ]. Burlington Industries v. Ellerth, case in which the U.S. Supreme Court on June 26 , , ruled (7–2) that—under Title VII of the Civil Rights Act of , which. Burlington Industries, Inc. v. Ellerth. Determined whether an employee who suffered sexual harassment by a supervisor can recover damages against her.

Author: Zut Kazrakinos
Country: China
Language: English (Spanish)
Genre: Video
Published (Last): 16 December 2006
Pages: 28
PDF File Size: 3.43 Mb
ePub File Size: 15.94 Mb
ISBN: 892-9-14019-681-3
Downloads: 34341
Price: Free* [*Free Regsitration Required]
Uploader: Yokinos

No contracts or commitments.

Burlington Industries, Inc. v. Ellerth Case Brief – Quimbee

This Court imports the significant, tangible employment action concept for resolution of the vicarious liability issue considered here. From Wikipedia, the free encyclopedia.

Ellerth applied for and received a promotion, but Slowik continued to make sexist, offensive comments. Earlier cases had placed sexual harassment claims into two categories: The right amount of informationincludes the facts, issues, rule of law, holding and reasoning, and any concurrences and dissents.

Unfortunately, our editorial approach may not be able to accommodate all contributions. EllerthU. Access in your class – works on your mobile and tablet.

Every Federal Court of Appeals to have considered burlongton question has correctly found vicarious liability in that circumstance. Racine examine whether an employee’s failure to take advantage of the policy was unreasonable, but Ellerth holds that when the policy requires reporting to a harasser, it is not unreasonable to fail to do so. To the extent they illustrate the distinction between cases involving a carried-out threat and offensive conduct in general, they are relevant when there is a threshold question whether a plaintiff can prove discrimination.


The case involved Kimberly Ellerth, a female salesperson for Burlington Industries who worked in Illinois. Generally, having an effective sexual harassment policy that is used and works is sufficient to satisfy the first prong. Justice Ginsburg wrote a concurring opinion. Retrieved 6 September Thank nidustries for indkstries support! Further cases see EEOC v.

A “yes” or “no” answer to the question framed in the issue section; A summary of the majority or plurality opinion, using the CREAC method; and The procedural disposition e. Retrieved from ” https: Community for Creative Non-Violence v. This page was last edited on 6 Decemberat We welcome suggested improvements to any of our articles.

An employer is therefore subject to vicarious liability for such actions. Besides the 48 conterminous states that occupy the middle latitudes of the continent, the United States includes the state of Alaska, at the northwestern extreme of North America, and the island state of Hawaii, in the….

Burlington Industries v. Ellerth

See United States v. Our editors will review what you’ve submitted, and if it meets our criteria, we’ll add it to the article. Try Quimbee for Free or Cancel. The court of appeals reversed, and Burlington petitioned for review by the United States Supreme Court.

Quimbee is a company hell-bent on one thing: In the case, a supervisor is defined by the ability to take a Tangible Employment Action.

This rule encouraged Title VII plaintiffs to state their claims in quid pro quo terms, which in turn put expansive pressure on the definition.

You may find it helpful to search within the site to see how similar or related subjects are covered. Angela Merkel, German politician who in became the first female chancellor of Germany.

  LEY 21297 PDF

A Tangible Employment Action makes the company vicariously liable because the agency relationship was used to take the action. She alleged that from to a mid-level manager, to whom her immediate supervisor reported, made repeated offensive remarks and gestures, though she never reported his actions to those in authority.

Burlington Industries v. Ellerth | law case |

City of Boca Ratonthe court modified the circumstances under which employers can be responsible for sexual harassment under Title VII. However, the court also held that employers can make an affirmative defense in certain cases. The right length and amount of information – includes the facts, issue, rule of law, holding and reasoning, and any concurrences and dissents. She identified three episodes involving threats to deny tangible job benefits unless sexual favors were granted.

Written by law professors and practitionersnot other law students. Supreme Court of the United Statesfinal court of appeal and final expositor of the Constitution of the United States. For example, the question presented here is phrased as whether Ellerth can state a quid pro quo claim, but the issue of real concern to the parties is whether Burlington has vicarious liability, rather than liability limited to its own negligence.

At the bottom of the article, feel free to list any sources that support your changes, so that we can fully understand their context.