Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,Sex Discrimination at Work,Sex discrimination at work covered under,Equal Pay Act 1963(amended FLSA 1938),Executive Order 11375,Title VII of Civil Rights Act 1964,as amended by Pregnancy Discrimination Act,1978 and Civil Rights Act,1991,Lilly Ledbetter Fair Pay Act of 2021,Lilly Ledbetter Fair Pay Act of 2021,The Lilly Ledbetter Fair Pay Act of 2021 is an Act of Congress enacted by the 111th United States Congress and signed into law by President Barack Obama on January 29,2021.,The bill amends the Civil Rights Act of 1964 stating that the 180-day statute of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new discriminatory paycheck.,The law was a direct answer to the Ledbetter v.Goodyear Tire&Rubber Co.,550 U.S.618(2007),a U.S.Supreme Court decision holding that the statute of limitations for presenting an equal-pay lawsuit begins at the date the pay was agreed upon,not at the date of the most recent paycheck,as a lower court had ruled,Sex Discrimination at Work,Early cases,Diaz v Pan Am 1971 -gender was not a legitimate“BFOQ bona fide occupational qualification for work of flight attendant,Dothard v Rawlinson 1977 -gender was a BFOQ in prison setting-not hiring women for guards in all male prison was reasonable,Sex Discrimination at Work as Sexual Harassment,EEOC defines sexual harassment as,unwelcome sexual advances,requests for sexual favors,and other verbal or physical conduct of a sexual nature when,(1)submission to such conduct is made either explicitly or implicitly a term or condition of an individuals employment;,(2)submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual;or,(3)such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creating an intimidating,hostile,or offensive working environment.,Sexual Harassment,Early Case,Barnes v Costle 1977 first time sexual harassment defined as illegal sex discrimination quid pro quo form,:/findarticles /p/articles/mi_qa3757/is_200001/ai_n8892390/pg_9,Sex-based Harassment,Meritor Savings Bank v Vinson 1986,harassing work environment focused on sex was also illegal,Sex Harassment,Harris v.Forklift Systems 1993,the behavior must be severe or pervasive enough to create a hostile environment and be objectively offensive(from the perspective of a reasonable person),and that the work environment does not have to rise to the level of seriously affecting an employees psychological well being to comprise a hostile work environment,Sex Harassment,Jenson v.Eveleth Taconite(D.Minn.1991)sex harassment could be pursued as class action,and defendant queries into plaintiffs backgrounds need be limited,This is the case that was the basis for the movie,“North Country,Sex Discrimination at Work,More recent case,Johnson Controls v UAW 1991 the employer could not ban fertile women from jobs involving exposure to lead,while denying male leave of absence from such work,Instead,an“informed consent standard holds,Same-Sex Harassment,Oncale v.Sundowner 1998 same-sex harassment was illegal,Whither Hooters?,Hooters“profile of successful server,Cases are settled,not left for court decision,Practices persist,Sexual Discrimination,What employer should do ,Have clear,written,understood policy against discrimination on sex(and race,etc.),Take complaints seriously,Investigate carefully,Take action when needed,