Hoyle v. FREIGHTLINER, LLC

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 defendant’s failure to enforce its own anti-harassment policy was relevant to a Title VII negligence inquiry
• concluding that “the district court did not abuse its discretion in striking the disputed declaration”
• concluding that courts have broad discretion to issue sanctions under Rule 37
• concluding at summary judgment that truck assembler’s reassignment from her regular position to unspecified janitorial duties was materially adverse
• holding that an “adverse employment action” qualifies as “a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits”
• noting that the “totality of the circumstances,” including conduct directed against others, may be considered in evaluating a plaintiffs hostile work environment claim

Source: CourtListener parenthetical corpus (CC0).