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• W1611061030 abstract "Abstract: Workplace harassment has traditionally occurred within the four of the workplace. In Faragher v. City of Boca Raton and Burlington Industries. Inc. v. Ellerth the U.S. Supreme Court recognized that employers are liable under Title VII of the 1964 Civil Rights Act for harassment that is sufficiently or to the employee's work environment. The rise in social media, however, has created a new medium through which harassment occurs. Courts are just beginning to confront the issue of if and when to consider social media harassment as part of the totality of the circumstances of a Title VII hostile work environment claim. This Comment argues that to determine whether social media harassment evidence should be considered as part of the totality of the circumstances, courts should examine whether the employer derived a substantial benefit from the social media forum. If the employer derived a substantial benefit from the social media forum where the harassment occurred, then a court may logically consider the social media platform to be an extension of the employee's work environment and thus part of the totality of the circumstances. This framework is consistent with the traditional workplace harassment analysis under Title VII, recognizes evolving technology in the modem workplace, and would provide employers with guidance on how to maintain an affirmative defense to harassment allegations in the social media age. INTRODUCTION Since 1986, the U.S. Supreme Court has recognized workplace harassment as an actionable claim against an employer under Title VII of the Civil Rights Act of 1964.1 Traditionally, harassment has occurred through face-to-face verbal and physical acts in the workplace.2 The traditional notion of the workplace, however, continues to expand with changing technology and flexible schedules, which increasingly allow employees to stay connected to the work environment at numerous locations outside the physical boundaries of the office.3 In particular, the rise of social media has given employers and employees new means through which to interact with customers, colleagues, friends, and acquaintances outside the workplace.4 These same technological developments have also expanded the media through which individuals may perpetrate acts of harassment.5 With the rise in popularity of social media, harassment has moved beyond the physical walls of the workplace to the virtual workplace.6 The broadening conception of the workplace and increasing use of social media in professional settings expands potential employer liability under Title VII.7 In order for workplace harassment to be actionable under Title VII, courts have traditionally required plaintiffs to show that the harassment was sufficiently severe or pervasive under the totality of the circumstances to alter the conditions of the victim's employment and create an abusive working environment.8 This is known as a hostile work environment claim. Courts have split over what type of evidence to consider under the totality of the circumstances analysis9 and they are just beginning to address claims of harassment conducted via social media.10 However, those courts that have addressed the issue have indicated that evidence of social media harassment should be included as part of the totality of the circumstances.11 This Comment argues that courts examining employer liability for harassment via social media should not abandon the traditional totality of the circumstances model but should recognize the changes wrought by evolving technology in the workplace. To determine employer liability, courts should consider whether the employer derived a substantial benefit from the social media through which the harassment occurred. If the employer derived a substantial benefit from the social media then the court may properly view the harassment as part of the employee's work environment and consider it as part of the totality of the circumstances for purposes of a hostile work environment claim. …" @default.
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• W1611061030 title "High-Tech Harassment: Employer Liability under Title VII for Employee Social Media Misconduct" @default.
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