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she claimed that "sexually offensive language permeated the work environment" from both her co-workers and her supervisor. Sexually explicit radio programming played on a daily basis and when she complained about it she was told it was up to her to play her own radio stations. When she did change the
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channel others would change it back. She resigned in 2004 and filed a complaint in 2006, claiming that the sexually offensive language created a hostile work environment.
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A lower court dismissed her case granting summary judgment to her employer. Reeves appealed.
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231:"Reeves v. C.H. Robinson Worldwide, Inc., No. 07-10270 (11th Cir. Jan. 20, 2010)"
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Ms. Reeves was the only woman working in her area as a transportation
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can be created in a workplace where sexually explicit language and
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can be created in a workplace where sexually explicit language and
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may exist even if it is not targeted at any particular employee.
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may exist even if it is not targeted at any particular employee.
206:"Reeves v. C.H. Robinson Worldwide, Inc., No. 07-10270"
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United States Court of
Appeals for the Eleventh Circuit
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United States Court of
Appeals for the Eleventh Circuit
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33:Court of Appeals, Eleventh Circuit
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77:Title VII of the Civil Rights Act
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235:www.employmentlawblog.info
60:Discrimination, harassment
79:of 1964 heard before the
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256:"Dozier Law Group Blog"
181:"Dozier Law Group Blog"
117:Eden Prairie, Minnesota
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105:sales representative
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155:See also
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