record did not demonstrate that whatever nonsexual advances occurred were unwelcome); Petrone v. Cleveland State Univ., 993 F.Supp. 1119, 1129 (N.D.Ohio 1998), disapproved of on other grounds in Kovacevick v. Kent State Univ., 224 F.3d 806 (6th Cir.2000). In this regard, some courts have found the behavior alleged to support a quid pro quo claim, while unsavory, was insufficient to establish this element of the plaintiffs quid pro quo claim. See Romero v. Caribbean Restaurants, Inc., 14 F.Supp.2d 185, 189 (D.Puerto Rico 1998) (determining that evidence that supervisor winked at plaintiff and made lewd comment in plaintiffs presence and where no physical touching occurred, amounted only to teasing and did not establish ‘request for sexual favors’ element); Petrone, 993 F.Supp. at 1129 (<HOLDING>); Swinson v. Tweco Prods., Inc., No. 89-1531-K,
holding that the employers discharge of the plaintiff four months after the plaintiff filed a discrimination claim is insufficient to establish a prima facie case of retaliatory discharge holding allegations that supervisor discussed his relationships with plaintiff wrote poems to the plaintiff requested that plaintiff go for a walk with him or to dinner and on one occasion touched plaintiffs leg insufficient to establish the request for sexual favors prong of the prima facie case holding the plaintiff failed to make a prima facie case that the defendants failure to promote him was discriminatory where the plaintiff failed to that show he was qualified for the relevant position holding to establish a prima facie case of racial discrimination a plaintiff must show he 1 holding that plaintiff could not establish prima facie case of discrimination where plaintiff failed to meet minimum qualifications for job