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OE Companion Discussion Group

There wasn't any injury, really. 2006) (stating that there should be a causal link between the tangible employment motion, in this case an alleged discount in hours, and the sexual harassment, which could be shown by temporal proximity). 269 For additional guidance on what constitutes reasonable care to forestall harassment, refer to sectionIV.C.3.a, infra. 2003) (concluding that "determining to not hearth an employee who has been threatened with discharge constitutes a ‘tangible employment motion,’ not less than where the reason for the change within the employment choice is that the employee has submitted to coercive sexual demands"); Jin v. Metro. 2007) (stating that the affirmative defense is not out there the place "the discrimination the employee has suffered included a tangible employment action"). 2007) (explaining that, though an employer want not tailor its complaint process to the competence of every employee, "the identified vulnerability of a protected class has legal significance"). 809 ("While proof that an employer had promulgated an antiharassment policy with complaint process isn't necessary in every instance as a matter of legislation, the need for a said coverage appropriate to the employment circumstances could appropriately be addressed in any case when litigating the first component of the defense."); Holly D. v. Cal.

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