Harris v. Forklift Systems, Inc.
- Decided
- November 9, 1993
- Docket
- 92-1168
- Status
- Published
- Jurisdiction
- Federal
Cited 8,430 timesOverruled on other grounds (not yet verified)Possible negative treatment: overruled on other grounds, abrogated on other grounds (not yet verified) · Ogbonna-McGruder v. Austin Peay State University
What later courts said
- holding that “no single factor is required” to show a hostile work environment, including “whether [the acts are] physically threatening” — April Nitkin v. Main Line Health (2023)
- holding that sexually harassing conduct in workplace violates Title VII where it would reasonably be perceived, and is perceived, as abusive — Nadeau v. Imtec, Inc. (1995)
- holding that Title VII is not implicated in the case where there is a mere utterance of an epithet which is offensive to an employee — Louie Alexander v. Opelika City Schools (2009)
Each line is a later court’s own words about this case, not a summary. Read the opinion before relying on it.
How the opinion begins
Justice O’Connor delivered the opinion of the Court.
In this case we consider the definition of a discriminatorily “abusive work environment” (also known as a “hostile work [*19] environment”) under Title VII of the Civil Rights Act of 1964, 78 Stat. 253, as amended, 42 U. S. C. § 2000e et seq. (1988 ed., Supp. III).
I
Statutes cited
Cite this
Harris v. Forklift Systems, Inc., 510 U.S. 17 (1993)Read the full opinion
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