{"id":142,"date":"2018-08-22T14:36:18","date_gmt":"2018-08-22T14:36:18","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=142"},"modified":"2021-06-10T19:07:23","modified_gmt":"2021-06-10T19:07:23","slug":"more-on-sexual-harassment","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2018\/08\/22\/more-on-sexual-harassment\/","title":{"rendered":"More on Sexual Harassment"},"content":{"rendered":"<p>As we have predicted, in the wake of revelations of unbridled, systemic abuse, sexual harassment cases are going to be easier to bring and easier to prove.\u00a0\u00a0 One example is the reasoning in <em>Minarsky v. Susquehanna County<\/em>, 895 F.3d 303 (3rd Cir. 2018).\u00a0 There, the Court of Appeals vacated the trial court\u2019s grant of summary judgment in favor of the employer \u2013 which would have robbed Ms. Minarsky of her right to a jury trial.\u00a0 The Court of Appeals held that it was for a jury to decide, among other things, whether the employer\u2019s exercised reasonable care to prevent unlawful harassment, especially given that Ms. Minarsky was required to work alone with the alleged harasser every Friday; whether, under what circumstances, Ms. Minarsky\u2019s delay in reporting the harassment was unreasonable \u2013 going so far as to hold that a failure to report at all is not <em>per se<\/em> unreasonable;\u00a0 and the impact of \u201cprolonged, agonizing harassment\u201d on the reasonableness of Ms. Minarsky\u2019s efforts to manage the situation on her own.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>As we have predicted, in the wake of revelations of unbridled, systemic abuse, sexual harassment cases are going to be easier to bring and easier to prove.\u00a0\u00a0 One example is the reasoning in Minarsky v. Susquehanna County, 895 F.3d 303 (3rd Cir. 2018).\u00a0 There, the Court of Appeals vacated the trial court\u2019s grant of summary [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":143,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[],"tags":[],"class_list":["post-142","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>More on Sexual Harassment - Employment<\/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.sherin.com\/employment-blog\/2018\/08\/22\/more-on-sexual-harassment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"More on Sexual Harassment - Employment\" \/>\n<meta property=\"og:description\" content=\"As we have predicted, in the wake of revelations of unbridled, systemic abuse, sexual harassment cases are going to be easier to bring and easier to prove.\u00a0\u00a0 One example is the reasoning in Minarsky v. 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