striker42
Well-known member
I'm going back and reading Smith v. Illinois Department of Transportation (the ACB case) more in depth. Some interesting points.
First, the biggest reason the plaintiff failed is that most of the things that he alleged made it a hostile work environment he couldn't connect to race. He talked about getting cursed out and insulted multiple times but these were just run of the mill tirades directed at him and lacked any racial component. Since he couldn't connect those to race, they couldn't be considered.
There was only one incident that included race, that was when a supervisor (who was black) called the plaintiff a "stupid ass ni[]" upon finding out he had filed a complaint with the Equal Employment Opportunity Office. ACB actually wrote "The n-word is an egregious racial epithet". However, the law is very clear that the use of racially discriminatory language alone does not automatically a hostile work environment make. The plaintiff must show that the use of that language so altered the conditions of employment that a hostile work environment was created both to an objective standard (would a reasonable person consider it a hostile work environment) and to a subjective standard (did the plaintiff consider it a hostile work environment).
Here's where it gets interesting. The court didn't even address the objective prong (whether a reasonable person would consider it a hostile work environment) because the plaintiff failed to show that use of the racial slur made it a hostile work environment to him subjectively.
The plaintiff had provided evidence showing he suffered from "psychological distress" from his time working there but the evidence showed that distress pre-dated the use of the racial slur. It was the result of the normal abuse he had suffered. In fact, the plaintiff complained of a hostile work environment well before the use of the racial slur. He just had no evidence that the other hostility was racially motivated.
That this was a toxic work environment probably wasn't in doubt. He just didn't have any evidence that the toxicity was related to race. The only incident that implicated race was one that he had zero evidence supporting that it was the cause of his feeling the work environment was hostile.
This is a common problem with Title VII cases. Title VII hasn't stopped a lot of discrimination, it's just made people good at hiding it. Therefore there are constant struggles getting enough evidence together to prove the case.
First, the biggest reason the plaintiff failed is that most of the things that he alleged made it a hostile work environment he couldn't connect to race. He talked about getting cursed out and insulted multiple times but these were just run of the mill tirades directed at him and lacked any racial component. Since he couldn't connect those to race, they couldn't be considered.
There was only one incident that included race, that was when a supervisor (who was black) called the plaintiff a "stupid ass ni[]" upon finding out he had filed a complaint with the Equal Employment Opportunity Office. ACB actually wrote "The n-word is an egregious racial epithet". However, the law is very clear that the use of racially discriminatory language alone does not automatically a hostile work environment make. The plaintiff must show that the use of that language so altered the conditions of employment that a hostile work environment was created both to an objective standard (would a reasonable person consider it a hostile work environment) and to a subjective standard (did the plaintiff consider it a hostile work environment).
Here's where it gets interesting. The court didn't even address the objective prong (whether a reasonable person would consider it a hostile work environment) because the plaintiff failed to show that use of the racial slur made it a hostile work environment to him subjectively.
The plaintiff had provided evidence showing he suffered from "psychological distress" from his time working there but the evidence showed that distress pre-dated the use of the racial slur. It was the result of the normal abuse he had suffered. In fact, the plaintiff complained of a hostile work environment well before the use of the racial slur. He just had no evidence that the other hostility was racially motivated.
That this was a toxic work environment probably wasn't in doubt. He just didn't have any evidence that the toxicity was related to race. The only incident that implicated race was one that he had zero evidence supporting that it was the cause of his feeling the work environment was hostile.
This is a common problem with Title VII cases. Title VII hasn't stopped a lot of discrimination, it's just made people good at hiding it. Therefore there are constant struggles getting enough evidence together to prove the case.