Employer Can be Liable under Title VII For Negligently Permitting a Coworker's Discriminatory Efforts to Cause an Employee's Termination: First Circuit | Practical Law
In Velazquez-Perez v. Developers Diversified Realty Corp., the US Court of Appeals for the First Circuit held, as a matter of first impression, that an employer could be liable under Title VII of the Civil Rights Act of 1964 (Title VII) for negligently permitting a female coworker's discriminatory efforts to cause a male plaintiff's termination. The court also held that, as a matter of first impression, the plaintiff's retaliation claim was subject to the longer 300-day limitations period under a worksharing agreement between the Equal Employment Opportunity Commission (EEOC) and the Puerto Rico Department of Labor and Human Resources.