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Claims on Appeal:.
Amount jury actually awarded immaterial to issue of excessiveness; evidence of emotional distress and willfulness of employer supported award.
Sober Shirts - T-shirts, tank tops, sweat shirts, mouse pads, coffee mugs, gym shorts, baseball caps, hats, ceramic tile coasters.2000e-16(c) and.F.R.Plaintiff not necessarily required to present addition al, independent evidence of discrimination.To prove a plantwide hostile environment that affected employees in other departments and (3) the claims of named plaintiffs who worked in the beam mill should have been held typical of claims of absent class members outside of their department.Zimmer-Rubert, 973.2d 233, 243 (Md.Claim on Appeal:.Because plaintiff wasn't replaced, a modified version of the standard McDonnell Douglas test applied to this case: plaintiff "required to show that her job duties were absorbed by employees not in the protected class or otherwise show that Fairview did not treat her protected characteristics.On summary judgment standard, district court erred by failing to consider all of the evidence in the record and stated facts in the light most favorable to the employer, not the nonmovant.

Fairview Property Investments, LLC, 828.3d 208, 129 FEP 475 (4th Cir. .
Harassment was also because of religion: frequently called "Taliban" and "towel-head teased about kufi and beard.
Freightliner, LLC, 650.3d 321, 1 (4th Cir.Panel: floyd, Wynn, Harris.Grounds : Bi-county commission activate toys r us rewards card could not assert legislative privilege or immunity from eeoc subpoena, where subpoena expressly excluded deliberative documents, no lawsuit had been brought, the Commission expressly stated that it was not investigating motives underlying decision to reorganize the unit, and Commission did not.REI Systems, Inc., 417.3d 418 (4th Cir.Plaintiff failed to demonstrate constructive discharge where supervisors allegedly said she was a poor manager, gave her poor evaluations, hollered at her in front of customers and made her work with a sore back.

Although employee claimed that employer should have transferred her to an office away from the harasser, employer at the time had no facts to support such a transfer.


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