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District of Columbia· 3/25/2005

Bell v. Gonzales

Citations

  • 398 F. Supp. 2d 78
  • 2005 WL 691865

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

  • holding that the sporadic use of abusive language is insufficient to establish a hostile work environment
  • holding that “sporadic use of abusive language” and “[o]ccasional instances of less favorable treatment” were insufficient to establish a hostile work environment
  • holding that “missed opportunities for teaching, travel, and high-profile assignments” and “reassignment to the Field Support Subunit” lacked the “severity that is required to establish a hostile work environment”
  • holding that “[i]nitiation of EEO counseling to explore whether an employee has a basis for alleging discrimination constitutes protected activity, even in the absence of an unequivocal allegation of discrimination”
  • holding that workplace decisions like “exclusion from the informal chain of command, close monitoring of [plaintiff’s] work, missed opportunities for teaching, travel, and high-profile assignments” did not create a hostile work environment
  • holding that work-related actions such as “exclusion from the informal chain of command, close monitoring of [ ] work, missed opportunities for teaching, travel, and high-profile assignments, and [ ] reassignment” lacked severity for hostile work environment claim

Source: CourtListener parenthetical corpus (CC0).

Judges: Bates

Read full opinion on CourtListener

Cited by

82 cases in this archive cite this case; the 20 most cited are listed.

Cites

52 cases in this archive are cited by this case; the 20 most cited are listed.

Other cases named Bell v. Gonzales

1 other CourtListener record shares this case name.

Sourced from CourtListener / Free Law Project (CC0).

This is legal information, not legal advice. Laws vary by jurisdiction and change frequently. Always verify current law with official sources and consult a licensed attorney in your jurisdiction for advice on your specific situation.