Andrews Kurth LLP
Elizabeth A. Campbell and Marc D. Katz
July 16 2013
The United States Supreme Court may have tightened the standards for employer liability for “supervisor” harassment and “retaliation,” but this does not mean that employers should relax.Perhaps lost in the shadow of the Fisher v. University of Texas at Austin et al. affirmative action case, the Voting Rights decision (Shelby County v. Holder), DOMA (United States v. Windsor) and the Prop 8 rulings (Hollingsworth et al. v. Perry et al.), the United States Supreme Court decided two cases on June 24, 2013, that clarified the legal analysis that will apply in Title VII cases.
Full Story: http://www.lexology.com/library/detail.aspx?g=31c2a154-7701-4285-8363-46bbee6e1704&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Federal+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2013-07-19&utm_term=