Ingrid Reeves appeals the entry of summary judgment in favor of C.
Attorney s appearing for the Case Douglas L. After thorough review of the record, and reading the evidence in a light most favorable to appellant Ingrid Reeves, we conclude that there is sufficient evidence to present a jury question of disparate treatment.
While the record is replete with evidence of general, indiscriminate vulgarity, there is also ample evidence of gender-specific, derogatory comments made about women on account of their sex. Accordingly, we reverse and remand. We take the evidence found in this summary judgment record in a light most favorable to Reeves.
We recite the profane language that allegedly permeated this workplace exactly as it was spoken in order to present and properly examine the social context in which it arose.
We do not explicate this vulgar language lightly, but only because its full consideration is essential to measure whether these words and this conduct could be read as having created "an environment that a reasonable person would find hostile or abusive.
The essential facts in this unedifying record are these. From July to MarchIngrid Reeves worked as a transportation sales representative in the Birmingham, Alabama, branch of the shipping company C.
She was responsible for sales and operations management for freight shipping.
Among other duties, Reeves telephoned companies, set up sales appointments, and managed shipping freight from beginning to end. Her job was phone-intensive, requiring her to speak daily with carriers, truck drivers, customers, and dispatchers.
Reeves was the only woman working on the sales floor, an open area structured into a "pod" of cubicles, with six male co-workers.
Reeves could also hear the central office radio that sat on a bookshelf near the "pod. In fact, Reeves herself used generic swear words, such as "shit" or "damn," to express her frustration or anger. Nonetheless, she testified, there was language that her co-workers used at C.
Robinson that was unusually offensive, even compared to the curse words she heard in the Merchant Marines. Much of this language, while incessant, vulgar, and generally offensive, was not gender-specific.
Throughout her tenure at C. Robinson, Reeves frequently heard generally indiscriminate vulgar language and discussions of sexual topics.
Her co-workers, she claimed, regularly used curse words such as "fuck," "fucker," and "asshole. Reeves, however, also identified a substantial corpus of gender-derogatory language addressed specifically to women as a group in the workplace.
Her co-workers used such language to refer to or to insult individual females with whom they spoke on the phone or who worked in a separate area of the branch.
Although not speaking to Reeves specifically, Reeves said that her male co-workers referred to individuals in the workplace as "bitch," "fucking bitch," "fucking whore," "crack whore," and "cunt. He also called one woman a "cunt.
It also once advertised a "perverse" bikini contest. Her co-workers also regularly sang songs about gender-derogatory topics. It went on every day. Much of the time, she identified only a generally vulgar and offensive working environment. On occasion, however, she complained about gender-specific offensive behavior, too.
Thus, for example, when she heard offensive topics on the radio, Reeves would change the radio station, usually to the "classic rock station," sometimes "twice in one day.
At least once, Reeves complained directly to a co-worker about his gender-specific offensive behavior. Reeves described confronting Darryl Harris when he displayed an explicit image of a naked woman exposing her vagina on his computer screen.No.
Reeves v. C.H. Robinson Worldwide, Inc. CERTIFICATE OF INTERESTED PERSONS and CORPORATE DISCLOSURE STATEMENT Bernstein, Dori K., Counsel for Amicus Curiae Equal Employment Opportunity Commission (EEOC).
REEVES v. SANDERSON PLUMBING PRODUCTS, INC. Reeves’ responsibilities included recording the attendance and hours worked by employees under his supervision. In , Caldwell informed Powe Chesnut, the company’s director of manufacturing, that Hinge Room production was down because employees were often absent, coming in .
Reeves v CH Robinson Worldwide, Inc, 5 No. (11th Cir. January 20, ) is a US labor law case under Title VII of the Civil Rights Act of heard before the United States Court of Appeals for the Eleventh Circuit which ruled that a hostile work environment can be created in a workplace where sexually explicit language and.
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Thomas Reeves VC ( – 4 August ) was an English recipient of the Victoria Cross, the highest and most prestigious award for gallantry in the face of the enemy that can be awarded to British and Commonwealth forces.
rutadeltambor.come/branch: Royal Navy.