Boss got fired dating an employee






The difficulty in establishing when the romance ends and the sexual harassment begins came to fruition in Cooke v. SGS Tool Company , when an employee engaged in a consensual relationship with a co-worker was later fired for performance issues. Robin Cooke had a consensual relationship with a supervisor, Charlene Harrison. After her exit interview, Cooke sent a letter notifying SGS that she had been involved in a consensual intimate relationship with Harrison during the course of her employment; and that that as a result of this relationship, her fellow employees harassed and ridiculed her. Cooke claims that she wanted to leave the relationship but feared retaliation by Harrison. Here are the problems with this claim for Cooke: First, there are no allegations that Harrison engaged in quid pro quo (this for that) sexual harassment. By all accounts the relationship was consensual. Second, there is no evidence that Cooke attempted to leave the relationship, let alone suffer a consequence for doing so. Her subjective fears of possible retaliation obviously do not rise to the level of actual retaliation. Third, and most significantly, Cooke waited until after being fired to raise these issues. While an employer is liable without notice for the sexual harassment by an employee’s manager, Ohio law requires that an employer get notice and the chance to remedy alleged sexual harassment by non-management level employees.

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Boss got fired dating an employee

Boss got fired dating an employee



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