The Supreme Court Narrows Employer Liability for Retaliation and Harassment
On June 24, 2013, the United States Supreme Court decided two important employment discrimination cases under Title VII of the Civil Rights Act: University of Texas Southwestern Medical Center v. Nassar; and Vance v. Ball State University. In both cases, the Supreme Court ruled 5-4 in favor of the employer. Nassar raises the bar for plaintiffs to prove Title VII retaliation claims. Vance narrowly defines “supervisor” under Title VII and therefore limits when an employer will be strictly liable for an employee’s harassing conduct.