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Constructive knowledge would require that a school district “knew or should have known” of the harassment and failed to address it. This doctrine was developed in the Supreme Court case Meritor Savings Bank v. Vinson (1986), where the court ruled sexual harassment is a violation of Title VII of the Civil Rights Act of 1964. Agency theory ...
Violence against women in the Philippines includes different forms of gender-based violence. The term "violence against women" is "the word or concept (that) has been used in a broad, inclusive manner to encompass verbal abuse, intimidation, physical harassment, homicide, sexual assault, and rape." [1] This form of violence is gender-biased ...
In recent years, the Filipino government has addressed the rights of women under a multitude of legislative schemes including workplace discrimination, domestic violence, sexual harassment and human trafficking. [1] The Philippines has one of the smallest rates of gender disparity in the world.
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.
Padilla spoke out against sexual harassment victimizing Filipinos, including overseas Filipino workers and students. The actor-turned-legislator pushed for heavier penalties against ambassadors and diplomatic officials involved in sexual harassment cases against Filipinos abroad, after Department of Migrant Workers secretary Susan Ople cited ...
The Philippines on Wednesday accused China's coast guard of harassment, obstruction and "dangerous manoeuvres" against its vessels, after another incident near a strategic feature of the South ...
An Erie-area pain clinic has settled a federal lawsuit over claims of sexual harassment and sexual discrimination, ending another legal action against the clinic, Tri-State Pain Institute, and its ...
Generally, having an effective sexual harassment policy that is used and works is sufficient to satisfy the first prong. Further cases (see EEOC v. 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 ...