{"id":233,"date":"2020-02-26T16:23:06","date_gmt":"2020-02-26T16:23:06","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=233"},"modified":"2021-06-10T16:18:26","modified_gmt":"2021-06-10T16:18:26","slug":"sticks-and-stones-may-break-bones-but-words-may-constitute-unlawful-discrimination","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2020\/02\/26\/sticks-and-stones-may-break-bones-but-words-may-constitute-unlawful-discrimination\/","title":{"rendered":"Sticks and Stones May Break Bones, But Words May Constitute Unlawful Discrimination"},"content":{"rendered":"<p><span style=\"font-weight: 400\">In recent months, there have been several news stories about the legal implications of inappropriate and\/or offensive language in our society, generating discussion about whether such language is, or should be, unlawful in certain circumstances.\u00a0This past fall, the Massachusetts Legislature held a committee hearing on a widely-publicized bill which sought to penalize the use of \u201cbitch,\u201d by imposing a fine of up to $200 for any person who \u201cuses the word \u2018bitch\u2019 directed at another person to accost, annoy, degrade or demean\u201d another person.<\/span><\/p>\n<p><span style=\"font-weight: 400\">While this proposed legislation, fraught with Constitutional issues involving the exercise of free speech, was largely decried and gained no traction, it does highlight an important question: In what circumstances may offensive and demeaning comments constitute unlawful discrimination? In fact, in January, Chief Justice John Roberts, during oral arguments in\u00a0<\/span><i><span style=\"font-weight: 400\">Babbe v. Wilkie<\/span><\/i><span style=\"font-weight: 400\">, asked the hypothetical question whether the phrase \u201cOK Boomer\u201d would qualify as age discrimination.<\/span><\/p>\n<p><span style=\"font-weight: 400\">The answer to Chief Justice Robert\u2019s question is not a bright-line \u201cyes\u201d or \u201cno.\u201d Context matters. For example, in connection with a hostile work environment claim, one of the central legal issues is whether the conduct in question was severe or pervasive. As a general rule, a single, isolated comment will not be actionable as creating a hostile work environment, but in some instances, it may.\u00a0<\/span><i><span style=\"font-weight: 400\">See Augis Corp. v. Massachusetts Comm\u2019n Against Discrimination<\/span><\/i><span style=\"font-weight: 400\">, 75 Mass. App. Ct. 398, 408-409 (2009) (noting that a supervisor who calls a black subordinate a f***ing n***** \u201chas engaged in conduct so powerfully offensive that the MCAD can properly base liability on a single instance\u201d).<\/span><\/p>\n<p><span style=\"font-weight: 400\">Courts do not impose a numerosity test. Rather, the legal analysis is focused on whether the discriminatory comments \u201cintimidated, humiliated, and stigmatized\u201d the employee in such a way as to pose a \u201cformidable barrier to the full participation of an individual in the workplace.\u201d\u00a0<\/span><i><span style=\"font-weight: 400\">See Thomas O\u2019Connor Constructors, Inc. v. Massachusetts Comm\u2019n Against Discrimination<\/span><\/i><span style=\"font-weight: 400\">, 72 Mass. App. Ct. 549, 560\u201361(2008);\u00a0<\/span><i><span style=\"font-weight: 400\">Chery v. Sears, Roebuck &amp; Co.<\/span><\/i><span style=\"font-weight: 400\">, 98 F. Supp. 3d 179, 193 (D. Mass. 2015) (noting that, in the context of a hostile work environment based upon race, \u201c[i]t is beyond question that the use of the [\u201cN\u201d word] is highly offensive and demeaning, evoking a history of racial violence, brutality, and subordination\u201d).<\/span><\/p>\n<p><span style=\"font-weight: 400\">Similarly, in the context of a disparate treatment claim (e.g., allegations that employee was terminated based on unlawful age bias), evidence that the decision-maker referred to the employee as a \u201cBoomer\u201d should not be evaluated in a legal vacuum. Rather, this evidence may be presented to the jury as just one piece of a \u201cconvincing mosaic of circumstantial evidence\u201d from which a fact-finder could properly determine that the termination decision was driven by discriminatory animus based upon age.\u00a0<\/span><i><span style=\"font-weight: 400\">See Burns v. Johnson<\/span><\/i><span style=\"font-weight: 400\">, 829 F.3d 1, 16 (1st Cir. 2016).<\/span><\/p>\n<p><span style=\"font-weight: 400\">So, while sticks and stones may break bones, words also do harm and, depending upon the circumstances, may result in legal claims and liability.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In recent months, there have been several news stories about the legal implications of inappropriate and\/or offensive language in our society, generating discussion about whether such language is, or should be, unlawful in certain circumstances.\u00a0This past fall, the Massachusetts Legislature held a committee hearing on a widely-publicized bill which sought to penalize the use of [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":234,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[85],"tags":[],"class_list":["post-233","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-discrimination"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - 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