Causal connection links protected activity to the adverse action, requiring but-for causation in Title VII retaliation claims.

Constructive discharge treats a resignation as a termination where conditions were intolerable enough to compel it.

The Faragher-Ellerth defense shields an employer from supervisor harassment liability where it exercised reasonable care and the employee unreasonably...

A hostile work environment claim alleges harassment severe or pervasive enough to alter employment conditions.

Protected activity is conduct that anti-retaliation provisions shield, principally opposing discrimination or participating in proceedings.

Quid pro quo harassment conditions employment benefits on submission to unwelcome sexual conduct.

A retaliation claim alleges adverse action against an employee for engaging in legally protected activity.

The severe or pervasive standard requires harassment sufficient to alter employment conditions before it becomes actionable.

A tangible employment action is a significant change in status that eliminates the employer's harassment defense.

Temporal proximity is the closeness in time between protected activity and adverse action, used as causation evidence.

A whistleblower claim alleges retaliation for reporting legal violations to authorities or within the organization.