The U.S. Court of Appeals for the District of Columbia Circuit has expanded the types of actions that violate Title VII of the Civil Rights Act of 1964 (Title VII) by ruling that an employer that changes terms and conditions of employment based on a person’s protected characteristic can be liable, regardless of whether the action results in “objectively tangible harm” to the employee. In so ruling, the court overturned its own precedent that required such a showing. The court’s ruling comes in the context of an employee who alleged that she was denied a requested job transfer based on her sex.
Members of the Center for Workplace Compliance (CWC) can read more here.