Illinois Jury Instruction - 1.2.2 Race And Or Sex Discrimination Hostile Work Environment Created Or Permitted By Supervisor - With Affirmative Defense By Employer
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A few examples of behavior that could create a hostile work environment include: Repeated comments or jokes about a protected characteristic (e.g., race, gender, sexual orientation, religion, ethnicity) Displaying offensive symbols or pictures. Threatening or intimidating behavior.
Courts must look at the totality of the circumstances to determine whether an environment is "hostile" or "abusive" and should consider the following nonexclusive list of factors: (1) the frequency of the discriminatory conduct; (2) its severity; (3) whether it is physically threatening or humiliating, or a mere ...
Under Title VII, a hostile work environment exists when the workplace is "permeated with discriminatory, intimidation, ridicule, and insult, that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment." For example, evidence of sexual harassment ...
Signs of a Hostile Work Environment Repeated comments or jokes about a protected characteristic (e.g., race, gender, sexual orientation, religion, ethnicity) Displaying offensive symbols or pictures. Threatening or intimidating behavior. Physical assaults or unwanted touching.
To state a prima facie case of hostile work environment harassment, Plaintiff must show: (1) she belongs to a protected group; (2) she was subjected to unwelcome harassment; (3) that the harassment was based on sex; (4) that the harassment affected a term, condition, or privilege of her employment; and (5) Defendant ...
To establish a prima facie case of retaliation, a plaintiff must show ?1) that she engaged in protected activity, 2) that the employer took adverse action against her, and 3) that a causal link exists between the protected activity and the employer's adverse action.? Kachmar v. Sungard Data Sys., Inc. 109 F.