1,947 employment law court rulings from public federal records (1904–2026)
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.
This suit was brought under the Tennessee Human Rights Act by two African-American employees against their employer and their union to recover for alleged discrimination that created a hostile work environment. At issue in this appeal is the grant of summary judgment to the union on the basis that it did not cause or attempt to cause the employer to discriminate. Upon our de novo review, we conclude that the evidence presented at the summary judgment stage negated an essential element of the Plaintiffs' claim and thus summary judgment was warranted. Judgment affirmed.
gender discrimination, hostile work environment, retaliation
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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.