Meritor Savings Bank Vs Vinsson Case Study
Meritor Savings Bank vs. Vinson
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Case Brief
Indent new paragraph 5 spacesAfter being dismissed from her job at a Meritor Savings Bank, Mechelle Vinson sued Sidney Taylor, a Vice President and branch manager of the bank and Meritor Savings Bank. Vinson charged that she had constantly been subjected to sexual harassment by Taylor over her four years at the bank. She argued such harassment created a "hostile working environment" and was covered by Title VII of the Civil Rights Act of 1964. Vinson sought injunctive relief along with compensatory and punitive damages against Taylor and the bank. Taylor denied allegations of sexual activity and said the accusation were made over a business-related dispute. …show more content…
–That’s correct; answers should be based on analysis of the text, not personal opinion. In the Meritor Savings Bank vs. Vinson case the Court of Appeals held that, "Taylor made Vinson's toleration of sexual harassment a condition of her employment," her voluntariness "had no materiality whatsoever." (cite to source of quote)The Supreme Court did not agree with this deduction but decided the inquiry is whether respondent by her conduct indicated that the alleged sexual advances were unwelcome, not whether her participation in them was voluntary. Using this case as a reference I believe voluntary sex-related conduct was a defense to a sexual harassment charge. In 1980 the U.S. Equal Employment Opportunity Commission (EEOC) issued guidelines declaring sexual harassment a violation of Section 703 of Title VII, establishing criteria for determining when unwelcome conduct of a sexual nature constitutes sexual harassment. The Guidelines provide that "unwelcome" sexual conduct constitutes sexual harassment when "submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, "Quid pro quo harassment" occurs when "submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual (http://www.eeoc.gov /policy/docs/currentissues.html).citations must follow APA format This EEOC guideline declaring sexual harassment a violation of Section 703 of Title VII, establishing criteria for determining when unwelcome conduct of a sexual nature constitutes sexual harassment so my final answer is no it is not a viable defense. Great job conducting additional research on this
APA format requires a separate cover page
Case Brief
Indent new paragraph 5 spacesAfter being dismissed from her job at a Meritor Savings Bank, Mechelle Vinson sued Sidney Taylor, a Vice President and branch manager of the bank and Meritor Savings Bank. Vinson charged that she had constantly been subjected to sexual harassment by Taylor over her four years at the bank. She argued such harassment created a "hostile working environment" and was covered by Title VII of the Civil Rights Act of 1964. Vinson sought injunctive relief along with compensatory and punitive damages against Taylor and the bank. Taylor denied allegations of sexual activity and said the accusation were made over a business-related dispute. …show more content…
–That’s correct; answers should be based on analysis of the text, not personal opinion. In the Meritor Savings Bank vs. Vinson case the Court of Appeals held that, "Taylor made Vinson's toleration of sexual harassment a condition of her employment," her voluntariness "had no materiality whatsoever." (cite to source of quote)The Supreme Court did not agree with this deduction but decided the inquiry is whether respondent by her conduct indicated that the alleged sexual advances were unwelcome, not whether her participation in them was voluntary. Using this case as a reference I believe voluntary sex-related conduct was a defense to a sexual harassment charge. In 1980 the U.S. Equal Employment Opportunity Commission (EEOC) issued guidelines declaring sexual harassment a violation of Section 703 of Title VII, establishing criteria for determining when unwelcome conduct of a sexual nature constitutes sexual harassment. The Guidelines provide that "unwelcome" sexual conduct constitutes sexual harassment when "submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, "Quid pro quo harassment" occurs when "submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual (http://www.eeoc.gov /policy/docs/currentissues.html).citations must follow APA format This EEOC guideline declaring sexual harassment a violation of Section 703 of Title VII, establishing criteria for determining when unwelcome conduct of a sexual nature constitutes sexual harassment so my final answer is no it is not a viable defense. Great job conducting additional research on this