| Argued Nov. 26, 2012. Decisions (Holdings) 5. She worked in the dining services department as a substitute server, and was the only black person who worked in the department at that time. Justice Samuel A. Alito, Jr. delivered the opinion for the 5-4 majority. The district court granted the motion and held that there was not enough evidence to prove a hostile work environment and that the University was not liable for the actions of individual coworkers. No. Feb 21 2012: The Solicitor General is invited to file a brief in this case expressing the views of the United States. v. BALL STATE UNIVERSITY. Vance v. Ball State University $1.25 June 24, 2013 No. Maetta VANCE, Petitioner v. BALL STATE UNIVERSITY. Vance submitted a complaint to the University when a coworker used a racial epithet directed at her and African-American students at the University. While working at Ball State University, Maetta Vance contended that Saundra Davis, a catering specialist, had made Vance’s life at work unpleasant through physical acts and racial harassment. What Vance v. Ball State means for Future Employee Harassment Cases . Faragher v. Boca Raton, 524 U.S. 775 (1998); Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1998). Cite as 13 C.D.O.S. She was the only African-American working in the department. Title: US Supreme Court Defines Supervisor Vance v Ball State University.pub Author: gloverr Created Date: 7/26/2014 11:42:04 AM Keywords () [1] The case was important because it resolved a dispute between several different circuits.[2][3][4]. (Solved) I need a Case Brief done on Vance v. Ball State University - Brief item decscription. The District Court and the Seventh Circuit Court of Appeals had determined that Davis was not Vance’s supervisor, because Davis did not have the power to direct the terms and conditions of her employment. Item details: Please follow the following guidance to format: 1. 11-556. Under Title VII, an employer's liability for workplace harassment may depend on the status of the harasser. In a week dominated by blockbuster decisions from the U.S. Supreme Court, its decision to grant certiorari and to hear the Title VII harassment and retaliation case of Vance v.Ball State University was completely overshadowed. VANCE v. BALL STATE UNIVERSITY et al. Details: Vance v. Ball State University. | Decided June 24, 2013. This is a solution document for the item described below. Maetta Vance began working for University Dining Services at Ball State University in 1989 as a substitute server. VANCE v. BALL STATE UNIVERSITY ET AL. 11–556. Ball State University (2013) Samuel Dunham Valdosta State University 2. Jan 31 2012: Reply of petitioner Maetta Vance filed. Vance began working for the Ball State University Banquet and Catering Divisionof University Dining Services in 1989. Feb 1 2012: DISTRIBUTED for Conference of February 17, 2012. An employee is a supervisor for purposes of vicarious liability under Title VII only if he or she is empowered by the employer to take tangible employment actions against the victim. On June 24, 2013, the Supreme Court decided Vance v.Ball State University, No. 72 UNITED STATES DISTRICT COURT SOUTHERN DISTRICT OF INDIANA INDIANAPOLIS DIVISION ) ) ) ) ) ) ) MAETTA VANCE, Plaintiff, vs. BALL STATE UNIVERSITY, JON LEWIS, and BRIAN SCOTT, Defendants. VANCE V. BALL STATE (2013) 2 Vance v. Ball State University (2013) In the work setting, the role of the supervisor is often fairly clear and those who fill that role have a sense of power and authority over their subordinates. The University issued the coworker a written warning, but following a series of incidents that resulted in Vance reporting that she felt unsafe in her workplace, the University investigated but found no basis for action. certiorari to the united states court of appeals for the seventh circuit. Get Vance v. Ball State University, 133 S. Ct. 2434 (2013), United States Supreme Court, case facts, key issues, and holdings and reasonings online today. Case Summary The case of Vance v.Ball State University(2013) was a Supreme Court ruling in 2013 that redefined title VII under the Civil Rights Act of 1964.In this case, an African-American employee (Vance) sued a fellow employee (Davis) because Davis created a hostile environment for her when they were working together at the university. Facts of the Case 3. Synopsis Background: African–American state university employee brought action against university, asserting Title VII claims for hostile work environment and retaliation for employee's complaints about racial harassment. So that brings us to Vance v. Ball State University. Vance submitted a complaint to the University when a coworker used a racial epithet directed at her and African-American students at the University. The University moved for summary judgment. Vance v Ball State University Facts: Vance was a substitute server at Ball State University’s dining room. An employee at Ball State University came forward and claimed she was the victim of workplace harassment by someone she perceived as her supervisor. 11-556. Separate Opinions 7. The issue presented before the Court was: Whether, as the Second, Fourth, and Ninth Circuits have held, the Faragher and Ellerth "supervisor" liability rule (i) applies to harassment by those whom the employer vests with authority to direct and oversee their victim's daily work, or, as Vance began working for Ball State in 1989 as a substitute server in the Banquet and Catering Department of University Dining Services. Title and Citation 2. 6453. However, to win a lawsuit for harassment by a supervisor, the employer does not have to be negligent because Title VII imputes the supervisor’s acts to the employer. Vance notified her employer about the incident, but she did not pursue a formal complaint because shortly thereafter D… Facts: Maetta Vance began working for University Dining Services at Ball State University in 1989 as a substitute server. No. Because Title VII creates a distinction between an employer's liability for the actions of a coworker and the actions of a supervisor, it is important to have clear distinction between the two definitions to aid in the application of the Title VII guidelines. Posted Mon, June 24th, 2013 11:34 am by Kevin Russell. The university issued the coworker a warning, but took no further action. Maetta Vance began working for University Dining Services at Ball State University in 1989 as a substitute server. • Text of Vance v. Ball State University, 570 U.S. 421 (2013) is available from: Cornell CourtListener Google Scholar Justia Oyez (oral argument audio) Supreme Court (slip opinion) 1. The Court provided a definition and test for a supervisor that will fit in with the Faragher and Ellerth analysis in employment law matters. On Writ of … Title and Citation Vance V Ball State Supreme Court Case Docket: 11-556 Citation: 270 US_(2013) Argued Nov. 26, 2012, Opinion Jun 24, 2013 United States Court of Appeals for the Seventh Circuit 5-4 Affirmed lower court ruling 2. Although this particular case centers on racial harassment against a department’s only African American employee, the decision rendered will apply to sexual harassment victims as these rights are outlined under the Civil Rights Act of 1964, also known as Title VII. Vance v Ball State University Issue: Vance, who is an African American woman, Ball State University alleging that her fellow employee Sandra Davis created a racially hostile work environment in violation of Title Vll. Vance submitted a complaint to the University when a coworker used a racial epithet directed at her and African-American students at the University. [5], The Court upheld the Seventh Circuit's interpretation in its decision issued on June 24, 2013. In Vance v. Ball State University, decided June 24, 2013, a sharply divided (5-4) Supreme Court rejected the EEOC’s broad definition of “supervisor” in favor of a more restrictive definition. 1:09-cv-01501-JMS-DML ORDER Presently before the Court in this employment action is the Defendants’ Motion for Summary Judgment. Vance v. Ball State University, No. Indeed, the Court’s new, narrow definition of “supervisor” does not simply limit the liability of companies in discrimination cases. a company or government that employs workers) can be held responsible in a lawsuit if one of its employees harasses another. Vance v. Ball State University, 570 U.S. 421 (2013), is a U.S. Supreme Court case regarding who is a "supervisor" for the purposes of harassment lawsuits. She was the only African-American working in the department. Issues 4. Each question must be answered in at least 50-100 words, with proper English and no texting. The Court held that, to be considered a supervisor for the purposes of workplace employer liability, an individual must have the power to hire, fire, fail to promote, reassign to a task with significantly different duties, or cause a significant change in benefits available to the victim. granted, 2012 WL 2368689 (June 25, 2012). Vance v. Ball State University, 570 U.S. 421 (2013), is a U.S. Supreme Court case regarding who is a "supervisor" for the purposes of harassment lawsuits. In 1991, Ball State promoted Vance to a part-time catering assistant position, and in January 2007 Vance applied and was selected for a position as a full-time catering assistant. On October 3, 2006, Vance sued Ball State University in federal district court for lessening her work duties and ability to work overtime, forcing her to work through her breaks, and unjustly disciplining her. To win a lawsuit for harassment under Title VII of the Civil Rights Act of 1964, it is necessary to show that the employer is negligent in responding to complaints about harassment. The majority's opinion, however, adopts an inflexible standard that is not responsive to these concerns. Vance sued her employer, the university, for workplace harassment by a supervisor. Vance asserted that Davis was a supervisor; Ball State claimed the opposite. 2434 (2013) addresses the circumstances under which an employer (i.e. 11-556 Argued: November 26, 2012 Decided: June 24, 2013. She first worked as a substitute server, but she became a part-time catering assistant in 1991 and a full-time catering assistant in 2007. She argued that although a supervisor may not have the authority to discharge or demote the victim, a supervisor who can effect change in the victim's working conditions has similar power over the victim. This is an important employment law case that has been eagerly anticipated since it was argued in late November. 11–556. the First, Seventh, and Eighth Circuits have held (ii) is limited to those harassers who have the power to "hire, fire, demote, promote, transfer, or discipline" their victim. It used a narrow interpretation of the term "supervisor", so that a person may only be considered a supervisor if he or she can take tangible action against the employee. Can a coworker who is vested with the authority to oversee the daily work of another worker be considered a supervisor for the purpose of determining employer liability for harassment? Maetta Vance, a black woman, began to work at Ball State University in Indiana in 1989. She was the only African-American working in the department. Allowing the colloquial usage of "supervisor" that tends to conflate the concept of supervisor and coworker lacks the necessary specificity. Written and curated by real attorneys at Quimbee. Vance started being treated differently from other employees when a new supervisor was employed by the university. Solution Preview. The Supreme Court's 5-4 decision in Vance v.Ball State University does something subtle, but with far-reaching effects: It narrows the definition of the word "supervisor." 2011), cert. Jan 31 2012: Reply of petitioner Maetta Vance filed. Reasoning (Rationale) 6. remove-circle Share or Embed This Item. Vance v. Ball State University, 646 F.3d 461 (7th Cir. She was the only African American server and reported when a coworker used racial epithets directed at her and African American students at the university. The Supreme Court upheld the Seventh Circuit's decision in a 5–4 opinion written by Samuel Alito, rejecting the Equal Employment Opportunity Commission's interpretation of who counts as a supervisor. Feb 1 2012: DISTRIBUTED for Conference of February 17, 2012. Feb 21 2012: The Solicitor General is invited to file a brief in this case expressing the views of the United States. Vance v. Ball State, 133 S.Ct. Yet this case will undoubtedly shape harassment law for … Sometime before 2001, Vance and co-worker Saundra Davis engaged in an oral altercation that ended with Davis’s slapping Vance in the head. After filing the suit, Vance claimed her work environment continued to worsen, but the University's investigations did not yield enough evidence to discipline anyone. Deputy Solicitor General, Department of Justice, for the United States, as amicus curiae, in support of neither party, Opinion Announcement - June 24, 2013 (Part 1), Opinion Announcement - June 24, 2013 (Part 2). Question Presented:Harassment Cases", Estopinal College of Architecture and Planning, College of Communication, Information, and Media, Center for Business and Economic Research, Center for Energy Research/Education/Service, Indiana Academy for Science, Mathematics, and Humanities, Wheeler-Thanhauser Orchid Collection and Species Bank, https://en.wikipedia.org/w/index.php?title=Vance_v._Ball_State_University&oldid=931695011, United States employment discrimination case law, United States Supreme Court cases of the Roberts Court, Creative Commons Attribution-ShareAlike License, An employee is a "supervisor" for purposes of vicarious liability under, Alito, joined by Roberts, Scalia, Kennedy, Thomas, Ginsburg, joined by Breyer, Sotomayor, Kagan, This page was last edited on 20 December 2019, at 15:49. [1], United States Court of Appeals for the Seventh Circuit, List of United States Supreme Court cases, volume 570, "Supreme Court To Look At Who Is A 'Supervisor' In Harassment Cases", "11-556 Vance v. Ball State University, et al. VANCE v. BALL STATE UNIVERSITY Doc. Vance v. Ball State University Title VII of the Civil Rights Act of 19641 prohibits employers from “discriminat[ing] against any individual with respect to his compensa-tion, terms, conditions, or privileges of employment, because of such 1. To anyone who has followed American labor law in the last fifteen years or so, the recent decision of the Supreme Court in Vance v. Ball State University is full of irony. Argued November 26, 2012—Decided June 24, 2013. This is generally referred to as “vicarious liability” — when the employer company or government is liable for the actions of its employees. No. In his concurring opinion, Justice Clarence Thomas wrote that the majority's opinion establishes the "narrowest and most workable rule" for ruling on an employer's liability for harassment. Vance appealed, and the U.S. Court of Appeals for the Seventh Circuit affirmed the judgment of the lower court. Under Title VII, an employer’s liability for workplace harassment may depend on the status of the harasser. MAETTA VANCE, PETITIONER. The Supreme Court upheld the Seventh Circuit's decision in a 5–4 opinion written by Samuel Alito, rejecting the Equal Employment Opportunity Commission's interpretation of who counts as a supervisor. No. Justice Stephen G. Breyer, Justice Sonia Sotomayor, and Justice Elena Kagan joined in the dissent. (2013) No. Justice Ruth Bader Ginsburg wrote a dissent in which she argued that the majority's opinion ignores the conditions of the modern workforce and that a more workable definition of a supervisor would be that offered by the Equal Employment Opportunity Commission (EEOC): anyone with the authority to direct an employee's daily activities. 11-556 Table of Contents Background Procedural History Background Issue Rules Analysis/Application Conclusion Case Precedents Court's Decision Petitioner:Maetta Vance Respondent:Ball State University "Davis" 2001: Oral Maetta Vance began working for University Dining Services at Ball State University in 1989 as a substitute server. She was the only African-American working in the department. The Court held that, for the purposes of liability for workplace harassment under Title VII, the definition of a "supervisor" is limited to a person empowered to take tangible employment action against the victim. Vance v. 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