Marilyn Payton worked for Receivables Outsourcing for six weeks, during which time she was sexually harassed by a fellow employee who was assigned to train her at her new job. The harassment consisted of inappropriate comments until one day the coworker pulled up to her car as she was driving away from work, asked her to roll down her window, and then offered her ten dollars to perform a sex act. She complained to her manager that she felt unsafe, and the manager said he would “take care of it.” When she returned to work to find the manager not there, she informed the company lawyer of the harassment and left work, stating that she felt unsafe without the manager there. The next day she was fired for leaving work. She filed suit against her employer in the Cuyahoga Court of Common Pleas for hostile work environment sexual harassment and retaliatory discharge, but the Court granted summary judgment in favor of her employer. The Court of Appeals of Ohio reversed, finding that a genuine dispute of material fact existed as to whether the alleged harassment rose to the level of creating a hostile work environment and whether the employer negligently retained the alleged harasser.
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