1,668 employment law court rulings from public federal records (1905–2026)
Workplace harassment involves unwelcome conduct based on a protected characteristic that creates a hostile or intimidating work environment. To be actionable, harassment must be sufficiently severe or pervasive to alter the conditions of employment. Employers may be liable for harassment by supervisors, coworkers, or even non-employees in certain circumstances.
Employers most frequently appearing in harassment rulings.
<bold>Domestic Violence — protective order — insufficient evidence</bold> <block_quote> The trial court erred by issuing a Domestic Violence Protective Order (DVPO) where there was no competent evidence that defendant caused or attempted to cause bodily injury or committed any sex offense against a minor child in plaintiff's custody, or placed a member of plaintiff's family in fear of imminent serious bodily injury or continued harassment that rose to the level of substantial emotional distress. The fact of a DSS investigation of abuse was not relevant to whether defendant actually committed acts of domestic violence, a statement by plaintiffs son was admitted for the limited purpose of explaining plaintiff's actions and was not competent to support a finding of domestic violence, and plaintiffs testimony was not sufficient to support the court's finding of previous violence. Moreover, a DVPO is authorized only upon a showing of acts which the court may bring about a halt.</block_quote>
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Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The classification of claim types is based on automated analysis and may not reflect the full scope of each case.