(November 9, 2016, 1:29 PM EST) -- SEATTLE — A Washington federal court erred when it determined that an employee’s state law gender-based hostile work environment claim was preempted by Section 301 of the Labor Management Relations Act (LMRA), a Ninth Circuit U.S. Court of Appeals panel ruled Nov. 4, reinstating the jury verdict from the first trial in favor of the employee and remanding for reconsideration of the damages (Mary Matson v. United Parcel Service, Inc., No. 13-36174, 9th Cir.; 2016 U.S. App. LEXIS 19927).

(Opinion available.  Document #73-161111-014Z.)

Mary Matson worked...