Sexual Harassment in the United States. Mary Welek Atwell

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Sexual Harassment in the United States - Mary Welek Atwell


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is constructed with enough coerciveness, subtlety, suddenness, or one-sidedness to negate the effectiveness of the woman’s refusal, or as long as her refusals are simply ignored while her job is formally undisturbed, she is not considered to have been sexually harassed.”18 She has been. All of this added up to a ruling that a loss of tangible job benefits was not a requirement for a finding of sexual harassment but that activities that created a hostile work environment were equally prohibited under Title VII. These legal developments were critical to the D.C. Court of Appeals’ holding in Mechelle Vinson’s case and critical to the Supreme Court’s decision in Meritor Savings Bank v. Vinson.

      Taylor denied all of Vinson’s charges against him, saying there had been no sexual relations, and claiming that Vinson had made advances toward him which he had rebuffed. He also argued that Vinson had refused to follow his instructions about training another teller and that she had ultimately been discharged for excessive absences. He wanted the court to believe that Vinson was simply being vindictive and seeking revenge against him because he refused her attentions and because he criticized her work ethic. The bank’s position was that even if the accusations against Taylor were true, it bore no liability because it did not know about or approve of the behavior. Additionally, the bank denied that Taylor had the authority to hire or fire employees, and asserted that his title of manager was only an honorific and not indicative of his actual power.

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