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Pa. 2020) (harassment of transgender worker included being subjected to a stricter gown code than other female staff); Parker v. Strawser Constr., Inc., 307 F. Supp. 2002) (concluding that the plaintiff could set up that he was harassed based on his nationwide origin, Korean, where his supervisor allegedly subjected Korean workers to abuse primarily based on their failure to live up to the stereotype that Korean workers are better than the rest ). 2009) (holding that an inexpensive jury could discover that the plaintiff, the mother of an eleven-yr-old and 6-12 months-old triplets, was denied a promotion primarily based on the common stereotype about the job efficiency of ladies with children ). 2011) (holding that a truth finder could conclude that the plaintiff, a used car salesperson, was subjected to a hostile work environment based mostly on his age where the plaintiff s supervisor had made profane, age-based mostly references to the plaintiff as much as half a dozen times a day, the supervisor had engaged in physically threatening conduct towards the plaintiff, and the supervisor had steered sales away from the plaintiff and towards younger salespersons). Md. 2022) (concluding that a reasonable jury could discover that the plaintiff was subjected to gender identification-based harassment that was objectively extreme or pervasive, together with derogatory phrases referring to her transgender status); Brooks v. Temple Univ.
2019) (concluding that an worker with Tourette s Syndrome and obsessive compulsive disorder had raised a cloth subject of reality as to whether he was subjected to ongoing and pervasive discriminatory conduct based mostly on incapacity when coworkers mocked his verbal and bodily tics); Patton v. Jacobs Eng g Grp., Inc., 874 F.3d 437, 446 (5th Cir. 2019) (concluding that the plaintiff s allegation that male coworkers began a rumor that she had sex with her boss to obtain a promotion invoked the deeply rooted perception-one that sadly still persists-that usually ladies, not males, use sex to realize success ); EEOC v. Boh Bros. 28 See infra Example 35: Comparative Evidence Gives Rise to Inference that Harassment Is predicated on a Protected Characteristic (providing an instance of facially sex-impartial offensive conduct motivated by intercourse, resembling bullying directed towards workers of one sex). 21 For an in depth dialogue and extra examples of Title VII s prohibition against harassment due to religion, see section 12-III.B of EEOC s Compliance Manual Section on Religious Discrimination. 7 For further information, see the relevant sections of EEOC s Compliance Manual Section on Religious Discrimination. See 42 U.S.C.
