Wellsboro Area School District v. Tioga County Board for Assessment & Revision of Taxes

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 proper focus for the hostile work environment 20 claim [is] on the employer’s response to the [hostile] coworker’s conduct”
• concluding that an issue of material fact existed as to whether the employee met legitimate expectations because, prior to termination, employer rated the employee’s performance highly, and gave her awards, a salary raise, and an equity grant
• holding that a reasonable factfinder could find that a protected activity brought about adverse actions where adverse actions were not “gradual” and did not begin “well before” the protected activity
• holding that while “an employer's prompt 8 corrective response can insulate an employer from liability for an employee's hostile work 9 environment claim,” an employer’s failure to intervene after learning of harassing conduct can 10 create a hostile work environment
• holding the same actor inference did not apply when the adverse employment action occurred eight years after the plaintiff was hired
• to establish a prima facie case of unlawful discrimination under Title VII, an employee must show protected characteristic (here, race, age, and disability status); (3

Source: CourtListener parenthetical corpus (CC0).