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dc.contributor.authorCrumpacker, Martha; Crumpacker, Jill M.en_US
dc.dateAugust 2004en_US
dc.date.accessioned2014-11-14en_US
dc.date.accessioned2018-11-02T14:38:50Z
dc.date.available2014-11-14en_US
dc.date.available2018-11-02T14:38:50Z
dc.identifier.otherSchool of Business Working Paper Series; No. 31en_US
dc.identifier.urihttps://wuir.washburn.edu/handle/10425/388
dc.description.abstractIn 1998, the U.S. Supreme Court established a defense for employers to minimize liability against a Title VII claim of hostile work environment due to a supervisor's harassment unless the employee suffered a tangible employment action, such as termination, demotion, or an undesirable reassignment. At that time, the Supreme Court did not address whether a tangible employment actions includes constructive discharge. Since then, Circuit Courts of Appeals have reached conflicting conclusions, resulting in possible inconsistencies in Human Resources advice and guidance. On June 14, 2004, the Supreme Court resolved the split among the circuits in Pennsylvania State Police v. Suders. This article revisits the current employer liability defense, the effect of the Suders decision on that defense, and the responsibilities and opportunities that Suders imputes to Human Resources practitioners to minimize employer liability in constructive discharge cases.en_US
dc.format.mediumPDFen_US
dc.language.isoEngen_US
dc.publisherWashburn University, School of Businessen_US
dc.subjectConstructive dischargeen_US
dc.subjectEmployer liabilityen_US
dc.subjectSexual harassmenten_US
dc.subjectSexual discriminationen_US
dc.subjectTitle VIIen_US
dc.subjectEmployees - Dismissalen_US
dc.titleU.S. Supreme Court Clarifies Constructive Discharge under Title VII: Responsibilities and Opportunities for Human Resources Practitionersen_US
dc.typeWorking paperen_US
washburn.identifier.cdm94en_US
washburn.identifier.oclc61521490en_US
washburn.source.locationen_US


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