Employment Litigation, Sexual Harassment, Statutory Interpretation

Sixth Circuit Imposes Heightened Standard in Non-Employee Sexual Harassment Cases

Saul Ewing LLP on 8/26/2025

Recently, in a case titled Bivens v. Zep, Inc., the Sixth Circuit Court of Appeals ruled that an employer will only be liable for a customer's harassment of an employee when the employer intends for such harassment to occur....more

Sixth Circuit Splits with EEOC and Other Circuits as to Employer Liability for Harassment by Non-Employees Under Title VII

Vedder Price on 8/20/2025

In Bivens v. Zep, Inc., No. 24-2109 (6th Cir. Aug. 8, 2025), the Sixth Circuit split with the EEOC and most U.S. Courts of Appeals as to when an employer may be liable under Title VII for harassment by a non-agent (e.g.,...more

Sixth Circuit Takes Restricted View of Employer Liability for Third-Party Harassment

Parker Poe Adams & Bernstein LLP on 8/15/2025

For years, both the Equal Employment Opportunity Commission and multiple federal appellate circuits have agreed on the legal standard for proving liability for sexual or other harassment by a third party such as a vendor or...more

California Supreme Court Takes a Bite Out of the Rigid Application of Arbitration Fee Deadlines: Hohenshelt v. Superior Court

Littler on 8/13/2025

Case Background - A sanitation employee at Golden State Foods Corporation, signed an arbitration agreement governed by the Federal Arbitration Act (FAA) at the start of his employment. In 2020, after reporting alleged...more

Employment Litigation › Sexual Harassment › Statutory Interpretation

Sixth Circuit Imposes Heightened Standard in Non-Employee Sexual Harassment Cases

Sixth Circuit Splits with EEOC and Other Circuits as to Employer Liability for Harassment by Non-Employees Under Title VII

Sixth Circuit Takes Restricted View of Employer Liability for Third-Party Harassment

California Supreme Court Takes a Bite Out of the Rigid Application of Arbitration Fee Deadlines: Hohenshelt v. Superior Court

Federal Court Strikes Down Key Portions of EEOC Harassment Guidance

Litigate or Arbitrate? Sixth Circuit Decision Looks at Timing of Sexual Harassment Claim

What’s Good for the Goose is Good for the Government

New Jersey Judge Interprets EFAA As Requiring Employment Claims to Be Split Into Two Forums

Employment Litigation › Sexual Harassment › Statutory Interpretation

"My best business intelligence, in one easy email…"