{"id":1007,"date":"2011-02-11T12:52:38","date_gmt":"2011-02-11T12:52:38","guid":{"rendered":"https:\/\/www.rimonlaw.com\/?p=1007"},"modified":"2021-07-08T19:03:58","modified_gmt":"2021-07-08T19:03:58","slug":"new-supreme-court-decision-allows-third-party-title-vii-retaliation-claims","status":"publish","type":"post","link":"https:\/\/www.rimonlaw.com\/new-supreme-court-decision-allows-third-party-title-vii-retaliation-claims\/","title":{"rendered":"New Supreme Court Decision Allows Third Party Title VII Retaliation Claims"},"content":{"rendered":"<p>The recent United States Supreme Court decision in\u00a0<em>Thompson v. North American Stainless\u00a0<\/em>expands Title VII by recognizing third-party retaliation claims\u00a0on behalf of\u00a0people who did not themselves in engage in protected activity.<\/p>\n<p>The recent United States Supreme Court decision in\u00a0<em>Thompson v. North American Stainless<\/em>\u00a0held that an employee claiming he was terminated because his fianc\u00e9e filed a discrimination charge against their mutual employer may pursue a retaliation claim under Title VII.\u00a0 This decision expands the scope of Title VII&#8217;s anti-retaliation provision and could lead to additional lawsuits filed by individuals claiming they were fired or subject to an adverse employment actions because they had a relationship with a co-worker who filed an action against their employer.<\/p>\n<p>&nbsp;<\/p>\n<p>The case involved Eric Thompson and his fianc\u00e9e, Miriam Regalado, who were both employees of North American Steel (NAS.)\u00a0\u00a0 Regalado filed a charge against NAS with the Equal Employment Opportunity Commission (the EEOC) alleging sex discrimination.\u00a0 The EEOC notified NAS of the charge.\u00a0 Three weeks later, NAS fired Thompson.\u00a0 In response, Thompson filed a Title VII lawsuit against NAS claiming he was fired as retaliation against Regalado for filing her charge with the EEOC.<\/p>\n<p>&nbsp;<\/p>\n<p>The anti-retaliation provision of Title VII of the Civil Rights Act of 1964 prohibits an employer from discriminating against any of its employees for engaging in protected conduct.\u00a0 The Court explained that this provision of Title VII was intended to protect against any employer action that may dissuade a worker from making or supporting a charge of discrimination.\u00a0 Reasoning that it was &#8220;obvious&#8221; a worker might be dissuaded from making or supporting a complaint of discrimination if she knew her fianc\u00e9 would be terminated as a result, the Court, accepting the alleged facts, found that firing Thompson was an unlawful act by which NAS intended to punish Regalado for bringing her EEOC charge.<\/p>\n<p>&nbsp;<\/p>\n<p>Although the Supreme Court refused to identify a fixed class of relationships for which third-party reprisals are unlawful, it noted that firing a close family member will almost always right to that level, while a retaliation against a mere acquaintance will almost never do so.<\/p>\n<p>&nbsp;<\/p>\n<p>While this ruling does not establish a clear rule for third-party retaliation claims, employers must now be mindful of an employee&#8217;s family and close relationships within the workplace.\u00a0 When deciding to take an adverse action against an employee, an employer should take care not only when the employee has engaged in protected activity but also when the employee is closely associated with someone else who has.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The recent United States Supreme Court decision in\u00a0Thompson v. North American Stainless\u00a0expands Title VII by recognizing third-party retaliation claims\u00a0on behalf of\u00a0people who did not themselves in engage in protected activity. The recent United States Supreme Court decision in\u00a0Thompson v. North American Stainless\u00a0held that an employee claiming he was terminated because his fianc\u00e9e filed a discrimination&hellip;<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[8],"tags":[218,216,220,221,219,217],"ppma_author":[2085],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>New Supreme Court Decision Allows Third Party Title VII Retaliation Claims - Rimon Law<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.rimonlaw.com\/new-supreme-court-decision-allows-third-party-title-vii-retaliation-claims\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"New Supreme Court Decision Allows Third Party Title VII Retaliation Claims - Rimon Law\" \/>\n<meta property=\"og:description\" content=\"The recent United States Supreme Court decision in\u00a0Thompson v. North American Stainless\u00a0expands Title VII by recognizing third-party retaliation claims\u00a0on behalf of\u00a0people who did not themselves in engage in protected activity. The recent United States Supreme Court decision in\u00a0Thompson v. 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