Back in 2011, the U.S. Supreme Court ruled that an employee who was fired after his fiancé—who worked for the same employer—filed an internal discrimination complaint could sue on his own accord alleging retaliation. The fiancé, the court concluded, was within the “zone of interest” meant to be protected from retaliation under Title VII. The Court held that by firing someone’s significant other, the employer in effect would indirectly punish the complainer.
Until now, exactly who would be included in the “zone of interest” was in question. Certainly a spouse or fiancé would be covered, but what about a new girlfriend or boyfriend? This recent case provides some guidance.
Recent case: Elaina and Matthew both worked for Sapa Extrusions in Mountain Top. When Elaina took the job, her new supervisor appeared interested in a romantic relationship. She rejected his advances, informing him that she did not want to date a super...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- ADA: The Limits of Accommodation
- Clear and fair hiring process yields the best candidates--and impresses judges
- Differing male and female grooming standards may signal opening for religious accommodation
- Defying expectations: Why failing to live up to stereotypes won't make worker's suit a winner