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United States First Circuit

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Ponte v. Steelcase Inc., 13-2011

Summary judgment in favor of her defendant-employer on plaintiff's sexual harassment and retaliation claims is affirmed, where: 1) no reasonable jury could conclude that the alleged incidents amounted to a change in the terms and conditions of employment or created a hostile work environment; 2) the but-for causation standard announced in University of Texas Southwestern Medical Center v. Nassar, 133 S. Ct. 2517 (2013) applies to plaintiff's Title VII retaliation claim; and 3) no reasonable factfinder could reach the conclusion that this but-for standard has been met.

Appellate Information

  • Decided 01/31/2014
  • Published 01/31/2014




  • United States First Circuit


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