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The term sexual harassment was popularized following a consciousness-raising session led by Lin Farley as part of a Cornell University program on women in the workplace, [3] and the term entered popular use in 1975. [4] [5] A number of the original sexual harassment cases were pursued on behalf of black women and girls. [6]
The Intolerable Acts, sometimes referred to as the Insufferable Acts or Coercive Acts, were a series of five punitive laws passed by the British Parliament in 1774 after the Boston Tea Party. The laws aimed to punish Massachusetts colonists for their defiance in the Tea Party protest of the Tea Act , a tax measure enacted by Parliament in May 1773.
Sexual harassment first became codified in U.S. law as the result of a series of sexual harassment cases in the 1970s and 1980s. Many of the early women pursuing these cases were African American, often former civil rights activists who applied principles of civil rights to sex discrimination. [15] Williams v.
Recognizing the invisible nature of power structures that marginalize women at the workplace, the Supreme Court in the landmark case Vaishaka versus High Court of Rajasthan (1997) identified sexual harassment as violative of the women's right to equality in the workplace and enlarged the ambit of its definition.
In jurisprudence, duress or coercion refers to a situation whereby a person performs an act as a result of violence, threat, or other pressure against the person. Black's Law Dictionary (6th ed.) defines duress as "any unlawful threat or coercion used... to induce another to act [or not act] in a manner [they] otherwise would not [or would]".
A landmark mass rape trial in France has exposed abuse orchestrated by the victim's husband, and a culture that many activists say is sexist, tolerant of violence toward women and resistant to change.
Abby Grossberg claims she was pressured into giving misleading testimony in blockbuster defamation case as she alleges discrimination, harassment and retaliation at the network
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.