Being the subject of malicious gossip or innuendo in the workplace can sabotage your relationships with coworkers and impede your career prospects. But can this behavior actually rise to the level of a hostile work environment under the law and provide the basis for a sexual harassment claim? According to several cases from around the country, the answer is yes - if adequately supported, evidence of rumors, innuendo, and gossip can demonstrate actionable gender-based discrimination.
Although it is a commonplace that employers do not violate Title VII simply by shortcutting their own internal disciplinary systems, that is not necessarily the case if the disciplinary proceeding itself is motivated in part by gender or racial stereotypes. Today, the Second Circuit holds that a coach stated a plausible claim that his employer relied on "invidious stereotypes and credit[ed] malicious accusations" while investigating a Title IX harassment complaint filed against him by a student.
"U.S.A.! Equal Pay! Equal Pay!" These chants from the crowd after the U.S. Women's National Soccer Team (USWNT) won the World Cup became the rallying cry behind its ongoing efforts to obtain pay equity for female athletes. Following the team's second straight international championship, and fourth overall, the players returned home to increased national recognition of both their sport and their struggle. Now that the women's team and the U.S. Soccer Federation (USSF) failed to resolve their pay dispute in mediation, they are now preparing their cases for the courtroom while making their respective cases in the court of public opinion.