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Employers must investigate claims of workplace sexual harassment. Sometimes, employers take other actions during an investigation, such as separating the employee claiming harassment from the alleged harasser or placing the alleged harasser on leave.
The case is a significant one, for it tests an important aspect of employer liability for sexual harassment. The case involves a claim of constructive discharge--specifically, that the employee's supervisor created an environment so sexually hostile that she was forced to quit.hird, this interpretation fits well with other sexual harassment doctrines. To show constructive discharge, an employee must show she was compelled to resign--that any reasonable person in her situation would have walked off the job. And if this is truly the case, then strict liability makes sense.