Phelps also claimed after she reported the incident, the Defendant, among other retaliatory actions, allowed Walsh to continue working around her at the park and to continued harassing and threatening her. Phelps claimed at the after-party, an assistant park manager, Walsh, who was second in command of the park, was intoxicated and sexually assaulted her. Once the party ended, a park employee invited Phelps and other co-workers to an after-party at his residence on park property. The Court noted the party was adults-only because the restaurant’s bar was open, and alcohol was served in abundance. In 2017, the restaurant hosted a Halloween party open to the public. The Plaintiff, Phelps, worked as a server for a restaurant operated by the State of Tennessee at Paris Landing State Park. State of Tennessee are relatively straightforward. The short answer to the above-stated question is “yes.” The facts of Phelps v. Recently, the Tennessee Court of Appeals considered the following issue: May an employee bring suit under the THRA if the sexual harassment did not occur at work and did not occur during work hours? Like Title VII to the Civil Rights Act of 1964, the Tennessee Human Rights Act (“THRA”) forbids workplace harassment and other forms of discrimination on the basis of sex.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |