Meritor Savings v. Vinson of 1986 was a pivotal moment in sexual harassment history in the workplace. In this case the Supreme Court made it official that they supported the guidelines the commission set in place for sexual harassment in the workplace. In this particular case Vinson proved that the vice president of the company caused a hostile work environment. The courts use the definition of hostile work environment written by the commission guidelines as the burden of proof. (MERITOR SAVINGS BANK v. VINSON, 477 U.S. 57 (1986)). The burden of proof that Vinson proved was that “the (1) unwelcome behavior (2) was because of the Vinson gender, (3) the unwelcome behavior created a hostile work environment, and (4) the employer is liable according to appropriate agency laws.” (Current Issues on Sexual Harassment)
In more recent cases like Ani Chopourian v Mercy General Hospital 2012, she was awarded 168 million dollars the largest compensation given to one individual in a sexual harassment case. Asheley v Aarons Inc. 2011, Asheley was awarded $95 million because she was harassed by the store manager. Female Employees v Mitsubishi Motors 1998, the female employees was awarded to $34 million because Mitsubishi was allowing them to work in a hostile work environment. The list of sexual …show more content…
“One in four women has experienced workplace sexual harassment, this ABC News/Washington Post poll finds. One in 10 men say they’ve experienced it as well — and a quarter of men say they worry about being falsely accused of sexual harassment” (Langer). Just like any other crime it is more than likely not going to go away. Therefore, it is important for the courts to protect the employee’s and hold the employer’s possible. The courts have set in place that if victims hold up the burden of proof and follow the procedures set in the place they will be compensated