On June 24, 2013, the United States Supreme Court narrowed the definition of who qualifies as a “supervisor” for the purposes of harassment cases. This holding is a significant win for employers and affords opportunities for employers to limit their liability when harassment claims are made.
Title VII of the Civil Rights Act of 1964 prohibits discrimination and harassment in the workplace. In a practical sense, workplace harassment is generated by an individual — whether a co-worker, supervisor, manager, etc. There must be someone engaging in harassing conduct in order for there to be workplace harassment. And under Title VII, the status of that person affects an employer’s liability.