A June 24, 2013 decision by the United States Supreme Court has changed the definition of a supervisor. This decision affects employer harassment cases brought under federal law (Title VII of the Civil Rights Act of 1964).
When a co-worker harasses a worker, the employer is liable only when the employer was negligent in controlling working conditions. However, if the harasser is a supervisor, then the court may hold the employer strictly liable for the supervisor’s actions. Therefore, in assessing an employer’s liability, it is important to know the legal criteria that differentiate a supervisor from a mere co-worker.
In its Enforcement Guidance on Vicarious Employer Liability for Unlawful Harassment by Supervisors, the Equal Employment Opportunity Commission (EEOC) defines a supervisor as:
- An individual with the authority to undertake or recommend tangible employment decisions affecting the employee, such as hiring, firing, promoting, demoting and reassigning the employee.
- An individual with the authority to direct the employee’s daily work activities.
In its decision in Vance v. Ball State University, the Supreme Court held, with a narrow four to three majority, that a supervisor is an individual with authority to undertake or recommend tangible employment decisions affecting the employee. In other words, the Court accepted only the first alternative in the EEOC’s definition. The Court discarded the EEOC’s second alternative, that a supervisor could be a person with authority to direct the employee’s daily work activities. Writing for the majority, Justice Samuel A. Alito stated that the second alternative of “EEOC’s definition of a supervisor … is a study in ambiguity.”
With a narrower definition of what a supervisor is, it is more important than ever to consult a competent NYC workplace harassment attorney if you are the victim of harassment at work by your supervisor
If you feel you have been the victim of workplace discrimination or sexual harassment in New York City, Miami, New Jersey or Philadelphia or if your employment rights have been violated, call us at 800-807-2209 for a free consultation. Our attorneys are available to review your claims and prepare a solid case to recover the damages and justice you deserved.
- How Employees Can Take Paid Leave While Schools Are Closed - September 14, 2020
- George Floyd’s Death Opens Communications About Race at Work - June 19, 2020
- Is Your Employer Using Coronavirus Firings to Discriminate? - April 9, 2020
- “Uber Black” Drivers May Be Entitled to Millions in Unpaid Employee Wages - April 7, 2020
- Employee Rights When Laid Off Due to Coronavirus - April 2, 2020
- Healthcare Workers’ Rights When Fired or Forced to Quit for Objecting to Work Conditions While Treating Coronavirus Patients - April 1, 2020
- How Can I Get Paid When I Can’t Work Due to Coronavirus? - March 30, 2020
- What the Families First Coronavirus Response Act Does for Employees Who Need Paid Leave? - March 20, 2020
- Employee Rights During the Coronavirus Outbreak: What U.S. Employees Need to Know - March 14, 2020
- The Coronavirus Spreads Racism and Anti-Chinese Sentiment - March 3, 2020