2,088 employment law court rulings from public federal records (1972–2026)
210 of 1976 adjudicated opinions ended in a plaintiff win.
A hostile work environment claim requires showing that unwelcome conduct based on a protected characteristic was severe or pervasive enough to create an abusive working environment. Courts consider the frequency, severity, and nature of the conduct, as well as whether it unreasonably interfered with the employee's work performance. Both the subjective experience and an objective standard are evaluated.
Employers most frequently appearing in hostile work environment rulings.
Single joint employer doctrine retaliatory discharge sexual harassment/hostile work environment jury interrogatories plain error closing arguments
The evidence when viewed in Appellant's favor does not demonstrate there is a genuine issue of material fact as to the third requirement of a prima facie case for hostile work environment based on sex The actions, even when viewed in her favor, were not severe and pervasive as to affect employment…
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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.