Sued in the case decided by the court, a female employee to their employer to ensure the alleged sexual harassment on a hostile workplace. She also claimed that she is been done constructively.
The employee claimed that there was a series of sexual harassment incidents involving many people, she had not reported to the employer. For example, said an employee of the employee, he wanted to have sex with her daughter, employees moved into the staffpejorative terms, another colleague expressed the employee, grabbed her breast, said it was down and jumped on it.
The court found that the employee had only reported one of these incidents to management. Based on this single report, the Court ruled that it was not enough evidence to have the kind of severe and pervasive conduct necessary to establish to prove a hostile work environment claim.
The court also found that the employer took prompt and effective response actionsif they were aware of allegations of the employee. The court found that the employee does not show that the employer should be on the incidents of sexual harassment that they have not reported to management known. Employees constructive discharge claim was also rejected because the employee came over evidence that end, the employer to cover the employee immediately.
This case illustrates that in relation to sexual harassment of employees who are harassedEmployees must show that the employer knew or should have known about the behavior of sexual harassment. While an employer can not ignore such conduct, the employer must provide at least some knowledge of the unlawful behavior before they can be held responsible. If the employer receives such a report and will take immediate action to deal with the issue of sexual harassment, the employer may be liable.
