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Sexual harassment.



A federal appellate court A court having jurisdiction to review decisions of a trial-level or other lower court.

An unsuccessful party in a lawsuit must file an appeal with an appellate court in order to have the decision reviewed.
 has ruled that an employee could pursue a sexual harassment sexual harassment, in law, verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes.  claim against her employer, in part because the company's sexual harassment prevention policy was confusing con·fuse  
v. con·fused, con·fus·ing, con·fus·es

v.tr.
1.
a. To cause to be unable to think with clarity or act with intelligence or understanding; throw off.

b.
.

Lesley Gentry was hired as a temporary employee at Export Packing Company in Moline, Illinois Moline is a city located in Rock Island County, Illinois, United States. Moline's population is 43,768, as of the 2000 census.

Moline is one of the Quad Cities, along with neighboring Rock Island and the Iowa cities of Davenport and Bettendorf.
, in October 1997. By January 1998, she had been promoted to the position of administrative assistant to technical services. Gentry shared an office with her direct supervisor, Leo Leo, in astronomy
Leo [Lat.,=the lion], northern constellation lying S of Ursa Major and on the ecliptic (apparent path of the sun through the heavens) between Cancer and Virgo; it is one of the constellations of the zodiac.
 Broughton.

When Gentry was promoted, Broughton began sexually harassing her. Broughton frequently hugged, rubbed, kissed, and patted Gentry. Among other incidents, Broughton referred to Gentry as his "sex-retary" and told her that her clothes would look better on the floor. He also gave her a calendar depicting cartoon drawings of different sexual positions and told her to "pick out a couple of her favorites."

Gentry resisted Broughton's advances and spoke with Benefits Coordinator Vicki Hanske about the incidents on two different occasions. When no action was taken, Gentry resigned in April 1998. She then filed a sexual harassment lawsuit against Export Packing.

A jury found in favor of Gentry and awarded her $25,000 in compensation. Export appealed the decision.

The U.S. Court of Appeals for the Seventh Circuit upheld the lower court's decision. In reviewing the case, the court noted that in a case where the plaintiff suffered no adverse employment action, such as discharge or demotion de·mote  
tr.v. de·mot·ed, de·mot·ing, de·motes
To reduce in grade, rank, or status.



[de- + (pro)mote.
, as a result of the harassment Ask a Lawyer

Question
Country: United States of America
State: Nevada

I recently moved to nev.from abut have been going back to ca. every 2 to 3 weeks for med.
, a company may mount a successful defense. The company can defend against a sexual harassment claim by proving that it had exercised reasonable care to prevent sexual harassment and that the plaintiff had unreasonably failed to take advantage of the company's prevention program. The court ruled that in this case, the company had failed to prove these points.

The company did have a sexual harassment prevention policy, which stated that an employee should report harassment to his or her "immediate supervisor, division manager, or human resource representative, whichever the employee feels is appropriate under the circumstances." However, during the period that Gentry was employed, the company did not have a human resource representative because she was on maternity leave maternity leave nbaja por maternidad

maternity leave maternity ncongé m de maternité

maternity leave maternity n
. No one in management ever announced who was filling this position during the employee's absence.

After the human resource representative went on leave, two employees remained in the human resource department: Director John Bauersfeld and Haske. Bauersfeld testified at trial that it would only have been proper to report sexual harassment claims to him. Other management representatives testified that it would also have been appropriate to report sexual harassment to Haske, as Gentry did.

The court ruled that this lack of consensus and the fact that the company never informed employees of changes in the human resource department "suggests that Export appears not to have taken the necessary steps to fully and effectively implement its sexual harassment policy."

The court also determined that Gentry took reasonable steps to avail herself of Export's sexual harassment policy. After Gentry reported Broughton's inappropriate behavior to Haske, no action was taken by the company. According to according to
prep.
1. As stated or indicated by; on the authority of: according to historians.

2. In keeping with: according to instructions.

3.
 Haske's testimony, this was because Gentry had not actually used the words "sexual harassment" in her complaint. Though Gentry did tell Haske that Broughton's touching and hugging made her uncomfortable and that his comments were objectionable, Haske maintained that she did not know she was supposed to interpret the conversation as a sexual harassment complaint.

The court ruled that this argument was insufficient to overturn the jury verdict. The court ruled that there is no legal mandate to use the term sexual harassment in reporting workplace misconduct MISCONDUCT. Unlawful behaviour by a person entrusted in any degree: with the administration of justice, by which the rights of the parties and the justice of the, case may have been affected.
     2.
. In the written opinion of the case, the court noted that: "Gentry's comments about touching and hugging in the workplace should have raised suspicions. When an employee complains about behavior such as the kind described in this case, this should be sufficient to alert an employer about a potential harasser ha·rass  
tr.v. ha·rassed, ha·rass·ing, ha·rass·es
1. To irritate or torment persistently.

2. To wear out; exhaust.

3. To impede and exhaust (an enemy) by repeated attacks or raids.
." (Gentry v. Export Packaging Co., U.S. Court of Appeals for the Seventh Circuit, No. 00-2367, 2001)
COPYRIGHT 2001 American Society for Industrial Security
No portion of this article can be reproduced without the express written permission from the copyright holder.
Copyright 2001 Gale, Cengage Learning. All rights reserved.

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Author:ANDERSON, TERESA
Publication:Security Management
Article Type:Brief Article
Geographic Code:1U3IL
Date:Apr 1, 2001
Words:662
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