In the case of Vinson v. Taylor heard before the federal district court for the District of Columbia Mechelle Vinson alleged that Sidney Taylor her supervisor at Capital City Federal Savings and Loan had sexually harassed her.71 But the facts of the case were contested.
In court Vinson testified that about a year after she began working at the bank Taylor asked her to have sexual relations with him. She claimed that Taylor said she owed him because he had obtained the job for her. Although she turned down Taylor at first she eventually became involved with him. She and Taylor engaged in sexual relations she said both during and after business hours in the remaining three years she worked at the bank. The encounters included intercourse in a bank vault and in a storage area in the bank basement. Vinson also testified that Taylor often actually assaulted or raped her. She contended that she was forced to submit to Taylor or jeopardize her employment.
Taylor for his part denied the allegations. He testified thathe had never had sex with Vinson. On the contrary he alleged that Vinson had made advances toward him and that he haddeclined them. He contended that Vinson had brought the charges against him to get even because of a work-related dispute.
In its ruling on the case the court held that if Vinson andTaylor had engaged in a sexual relationship that relationship was voluntary on the part of Vinson and was not employment related. The court also held that Capital City Federal Savings and Loan did not have notice of the alleged harassment and was therefore not liable. Although Taylor was Vinsons supervisor the court reasoned that notice to him was not notice to THE BANK.
Vinson appealed the case and the Court of Appeals held that the district court had erred in three ways. First the district court had overlooked the fact that there are two possible kinds of sexual harassment. Writing for the majority Chief Judge Spottswood Robinson distinguished cases in which the victims continued employment or promotion is conditioned on giving in to sexual demands and those cases in which the victim must tolerate a substantially discriminatory work environment. The lower court had failed to consider whether Vinsons case involved harassment of the second kind.
Second the higher court also overruled the district courts finding that because Vinson voluntarily engaged in a sexual relationship with Taylor she was not a victim of sexual harassment. Voluntariness on Vinsons part had no bearing the judge wrote on whether Taylor made Vinsons toleration of sexual harassment a condition of her employment. Third the Court of Appeals held that any discriminatory activity by a supervisor is attributable to the employer regardless of whether the employer had specific notice.
In his dissent to the decision by the Court of Appeals Judge Robert Bork rejected the majoritys claim that voluntarinessdid not automatically rule out harassment. He argued that this position would have the result of depriving the accused person of any defense because he could no longer establish that the supposed victim was really a willing participant. Judge Bork contended further that an employer should not be held vicariously liable for a supervisors acts that it didnt know about.
Eventually the case arrived at the U.S. Supreme Court which upheld the majority verdict of the Court of Appeals stating that:
[T]he fact that sex-related conduct was voluntary in the sense that the complainant was not forced to participate against her will is not a defense to a sexual harassment suit brought under Title VII. The gravamen of any sexual harassment claim is that the alleged sexual advances were unwelcome.. . . The correct inquiry is whether respondent by her conduct indicated that the alleged sexual advances were unwelcome not whether her actual participation in sexual intercourse was voluntary.
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