Reeves v. C.H. Robinson Worldwide, Inc.

How courts have described this case

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

• holding that only conduct that is “based on” a protected category such as sex may be considered in a hostile work environment analysis
• holding that the defendant’s offensive conduct was frequent when it occurred every single day for almost three years
• holding that “words and conduct” that might be “reasonably read as gender-specific, derogatory, and humiliating,” though not directed specifically at the plaintiff herself, were “sufficient to afford the inference that the offending conduct was based on the sex of the [plaintiff].”
• explaining that disparate treatment takes the form of a “tangible employment action . . . or of a hostile work environment”
• holding there was a genuine issue of material fact regarding hostile work environment based upon coworkers’ frequent use of gender-specific derogatory comments and incident where a coworker displayed a pornographic image of a woman on his computer
• discussing “the common-sense rule that the context of offending words or conduct is essential to the Title VII analysis”

Source: CourtListener parenthetical corpus (CC0).