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Offensive Conduct That Is Not Sex-Specific May Violate Title VII

The Ninth Circuit has held in a recent case that "offensive conduct that is not facially sex-specific nonetheless may violate Title VII if there is sufficient circumstantial evidence of qualitative and quantitative differences in the harassment suffered by female and male employees." 

 

Posted by James V. Sabatini on November 11, 2008 2:45 PM |

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