Vance v. Ball State University

Q: What court decided Ball State University?

Vance v. Ball State University was decided by the U.S. Supreme Court in 2013.

Q: What legal issues are involved in Ball State University?

Vance v. Ball State University involves the following religious liberty issues: Workplace Accommodation.

An employee is a supervisor for purposes of vicarious liability under Title VII only if empowered by the employer to take tangible employment actions against the victim.

ReligiousLiberty.TV

February 26, 2026 1 min read

Cite This Case

Vance v. Ball State University (U.S. 2013).

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Vance v. Ball State University (U.S. Supreme Court, 2013). https://religiousliberty.tv/case-library/vance/

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⚠ No official reporter citation found for this case. Citation quality will improve once a reporter citation (e.g. 573 U.S. 682) is added to the case record.

Vance v. Ball State University [U.S. Supreme Court, 2013] — An employee is a supervisor for purposes of vicarious liability under Title VII only if empowered by the employer to take tangible employment actions against the victim. Source: ReligiousLiberty.TV (https://religiousliberty.tv/case-library/vance/, accessed July 6, 2026).

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⚠ No official reporter citation found for this case. Citation quality will improve once a reporter citation (e.g. 573 U.S. 682) is added to the case record.

Year: 2013 Court: U.S. Supreme Court

Workplace Accommodation

Holding: An employee is a supervisor for purposes of vicarious liability under Title VII only if empowered by the employer to take tangible employment actions against the victim.

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Official Documents

📚 CourtListener

Coverage on ReligiousLiberty.TV

📎 Document links found in our articles: 📄 opinion

Two Supreme Court Decisions Narrow Scope of Employers' Title VII Liability June 25, 2013

Referenced

Vance v. Ball State University is a Workplace Accommodation case decided by the U.S. Supreme Court in 2013. The court held that an employee is a supervisor for purposes of vicarious liability under Title VII only if empowered by the employer to take tangible employment actions against the victim.