Sexual Harassment

• Author: Laura M. Franze
• Pages: 719-790

20-1

Chapter 20

Sexual HaraSSment

By Laura M. Franze

20:1. INTRODUCTION

20:2. GOVERNING STATUTES, REGULATIONS & GUIDELINES

A. Title VII of the Civil Rights Act of 1964

B. Chapter 21 of the Texas Labor Code

C. EEOC Guidelines

20:3 . SUPREME COURT RULINGS ON SEXUAL HARASSMENT IN THE WORKPLACE

A. Meritor Savings Bank, FSB v. Vinson

B. Harris v. Forklift Systems, Inc.

C. Oncale v. Sundowner Offshore Services, Inc.

D. Faragher v. City of Boca Raton

E. Burlington Industries, Inc. v. Ellerth

F. Clark County School District v. Breeden

G. National Railroad Passenger Corporation v. Morgan

H. Pennsylvania State Police v. Suders

I. Crawford v. Metropolitan Government of Nashville and Davidson County, Tennessee

20:4. THEORIES OF LIABILITY UNDER TITLE VII AND CHAPTER 21 OF THE

TEXAS LABOR CODE

A. Hostile Environment Sexual Harassment

1. Elements—Overview

2. Protected Class

3. Unwelcome Conduct

4. Harassment Based Upon Sex or Gender

5. Harassment Sufficiently Severe or Pervasive to Affect Job Performance or Alter Working Conditions

a. Reasonable Person v. Reasonable Woman

b. Weighing the Severity and Pervasiveness of Conduct

c. Distinguishing Sexual Harassment From Boorishness

Texas employmenT law 20-2

6. Employer Knew or Should Have Known

a. Overview

b. Harassment by Supervisors and Agents

c. Harassment by Co-Workers

d. Harassment by Non-Employees

e. Harassment of Third Parties by an Employee

B. Quid Pro Quo Sexual Harassment

1. Elements

2. Employer Liability (Respondeat Superior)

C. Individual Supervisor Liability

D. Retaliation

E. Constructive Discharge

F. Same-Sex Sexual Harassment

G. Sexual Favoritism

H. Sexual Harassment and Workplace Technology

1. E-Mail Harassment

2. Internet Harassment

3. Social Media Harassment

4. Textual Harassment

20:5. DAMAGES AND REMEDIES

A. Available Damages and Equitable Relief

B. Emotional Distress Damages

20:6. DEFENSES

A. Challenge Plaintiff’s Prima Facie Case

1. Conduct Not Because of Sex or Gender

2. Conduct Not Severe or Pervasive

B. Plaintiff Failed to Use Internal Complaint Procedure

C. Employer Took Prompt and Appropriate Remedial Action

1. Prompt Response

2. Appropriate Remedial Action

D. Employer Not Responsible for Harasser’s Conduct

20-3 sexual HarassmenT

20:7. RIGHTS OF THE ACCUSED

A. Defamation

B. Intentional Interference With Contract

C. Wrongful Discharge

D. Invasion of Privacy

20:8. DISCOVERY AND EVIDENTIARY ISSUES

A. Plaintiff’s Past Sexual Behavior and Alleged Sexual Predisposition

1. Generally Inadmissible

2. Federal Rule of Evidence 412

B. Plaintiff’s Workplace Conduct

C. Plaintiff’s Mental Condition and Psychological History

1. Plaintiff’s Mental Condition in Controversy

2. Plaintiff’s Mental State Relevant to Character Defense

3. Restricted Examination Allowed

D. Evidence Concerning Alleged Harasser

E. Harassment Against Other Employees

F. After-Acquired Evidence

APPENDICES

Appendix 20-1 Survey of Recent Jury Verdicts in Sexual Harassment Cases

Appendix 20-2 Equal Employment Opportunity Policy

Appendix 20-3 Internal Complaint Review Procedure

Appendix 20-4 Avoiding Sexual Harassment in the Workplace—Policies, Procedures and

Remedial Issues

Appendix 20-5 Electronic Policy Checklist

Appendix 20-6 Questions and Answers for Small Employers on Employer Liability for

Harassment by Supervisors

Appendix 20-7 Enforcement Guidance: Vicarious Employer Liability for Unlawful

Harassment by Supervisors