Mj Optical Omaha Ne

Bobbette Blake sued her former employer, MJ Optical, Inc., alleging she was the victim of sex discrimination, age discrimination, and a hostile work environment. The district court1 granted MJ Optical’s motion for summary judgment, finding Blake’s evidence insufficient to support her federal and state law claims. That leaves Blake’s allegation she was put through a hostile work place during her time at MJ Optical. Though it really is just one way to show sex- or age-based discrimination, a hostile work environment claim is a “distinct reason behind action” that demands another evidentiary showing. Dev., Inc., 574 F.3d 604, 607 (8th Cir. 2009) (“The claims have varying elements, ․ hostile work environment discrimination can exist absent a ‘tangible employment action.’ ” (quoting Pa. State Police v. Suders, 542 U.S. 129, 143 )).

to handle whether Blake could prove MJ Optical intended to force her to quit. See Fercello v. County of Ramsey, 612 F.3d 1069, 1083 (8th Cir. 2010). We also spread resolving the importance of Blake’s own testimony that she quit for reasons unrelated to sex- or age-based harassment. Blake will not contend her temporary reassignment constituted an adverse employment action.

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Those elements are not in play here, as Marty was a supervisor. At some time before 1993, Marty became Vice President of MJ Optical. Marty was one step taken off being Blake’s direct supervisor, but “e supervised the complete shop” and Blake interacted with him each day. Blake maintains they had a purely “mployer/employee relationship,” albeit one which sometimes extended beyond work. These anecdotes are illustrative of what Blake admits was a “good” relationship with Marty for most her employment.

• Marty attended the funeral, as did his father and many other MJ Optical
• Blake claims that changed at her husband’s funeral in 1999.
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• Blake maintains they had a purely “mployer/employee relationship,” albeit one that sometimes extended beyond work.

First, unlike in constructive discharge claims, our hostile work place cases usually do not yet recognize any bright-line rule requiring a plaintiff to have reported the alleged harassment to management so that you can prove conduct was unwelcome. We create no such rule here, either—to the extent the district court’s decision suggested otherwise, it was wrong .

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When the alleged harasser is really a non-supervisor, the plaintiff must prove the employer knew or must have known concerning the harassment and failed adequately to handle it. See Rickard v. Swedish Match N. Am., 773 F.3d 181, 184 & n.2 (8th Cir. 2014).

• MJ Optical is really a family-owned and operated independent wholesale optical lab located in Omaha, Nebraska supplying a full range of wholesale optical lenses and lab services.
• This is reflected in the many ways their relationship extended beyond the workplace.
• Introducing the new MJ Optical branded, one-of-a-kind Free Form Digital Surfacing “Platinum HD” no-line progressive!

We are an exclusive business providing resources for smaller businesses, including resources for PPP loans. MJ Optical has been in business since 1963, with extensive experience helping independent eye care practitioners deliver state-of-the-art, in-demand lenses, wholesale eyeglass frames, and specialized optical coatings to their customers. After the encounter Blake was “shaking and crying” so much she “couldn’t hardly function.” Blake sought out Mary and described Marty’s outburst, noting how upset it made her. Mary dismissed the idea Marty would have ever hit Blake—he “wouldn’t do something like that”—but said she’d talk to Marty about his anger problem. Despite finally registering a complaint against Marty, Blake did not mention any mistreatment predicated on her sex or age. (Blake did take this opportunity to air her grievances against her direct supervisor for unrelated reasons.) The conversation ended with Mary telling Blake to “go home and plant flowers.” Blake did just that and took the afternoon off .

Blake worked for the Hagges’ Omaha-based businesses continuously from the early 1970s to May 2013, except for a two-year hiatus in the first 1990s. This vision center includes a wide selection of hard and soft lenses, in addition to stylish designer glasses. Sign in to get personalized notifications about your deals, cash back, special offers, and more.
Sometimes apparently high growth rates may be caused by data that weren’t obtainable in previous years. Hawaii acts are patterned after federal law, and considering that neither party points to any differences between them, our analyses of Blake’s federal claims apply with equal force to Blake’s state claims. Dist. of Omaha, 885 N.W.2d 675, 692 (Neb. 2016); Billingsley v. BFM Liquor Mgmt., Inc., 645 N.W.2d 791, 801 (Neb. 2002).
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