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Employer Took Appropriate Action in Response to Sexual Harassment Complaint – Had Other Grounds for Termination

In the case Ra v. Swagelok Mfg. Co., L.L.C., 2021-Ohio-1657, an Ohio Appeals Court found that a former employee could not provide the necessary factual basis for a valid claim of retaliation or discrimination against a former employer.

In this case, the former employee argued the termination was an act of retaliation for filing sexual harassment complaints against a supervisor and that as a woman, the employee was disciplined differently than her male co-workers.

The Court found that the employer took appropriate steps to stop the sexual harassment in response to the complaints and the former employee could neither prove subsequent sexual harassment nor discrimination and there were multiple independent disciplinary grounds for the employee’s termination.

To read this case, click here.

Authors: Matthew John Markling and the McGown & Markling Team.

Note: This blog entry does not constitute – nor does it contain – legal advice. Legal jurisprudence is like the always-changing Midwestern weather. As a result, this single blog entry cannot substitute for consultation with a McGown & Markling attorney. If legal advice is needed with respect to a specific factual situation, please feel free to contact a McGown & Markling attorney.


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