Complaint using the company sexual harassment policy

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Reference no: EM132254230

Amelia, a recent college graduate, was hired Barnes Investments. Conrad was her immediate supervisor. As a new hire, she had to go through training and a probationary period of 6 months. During the probationary period, Conrad repeatedly rubbed up against Amelia, whispering that he would love to have sex with her as he passed. He sent vulgar emails and insinuated that she needed to be nice to him before the end of her probationary period. Amelia refused to accept Conrad's invitations and started to avoid him at work.

At the end of the probationary period, Conrad fired Amelia. Amelia filed a complaint with EEOC for sexual harassment. However, Amelia failed to file a complaint using the company's sexual harassment policy.

Barnes Investments may not be liable for sexual harassment because they had a reasonable antidiscrimination policy in place and she failed to use it.

Barnes Investments would not be liable for sexual harassment because Amelia never complained to anyone, even though they did not have a sexual harassment policy in place.

Barnes Investments would be strictly liable for sexual harassment because Conrad fired Amelia.

Barnes Investments would be liable for sexual harassment only if Amelia quit claiming constructive discharge due to a hostile work environment.

Reference no: EM132254230

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