In the case Crider v. GMRI, Inc., 2020-Ohio-3668, 2020 Ohio App. LEXIS 2595, 2020 WL 3868408, an Ohio appellate court found that in the plaintiff employee’s suit for sexual harassment and wrongful termination, the trial court properly denied defendants’ motion to stay proceedings pending arbitration under R.C. 2711.02(B), because the employee’s claims arising from the sexual assault were independent of the employment relationship as they could be maintained without reference to the employment contract. The verbal and physical contact culminating in sexual assault as well as retaliation, harassment, or other detrimental acts against the employee based on the unlawful conduct was not a foreseeable result of her employment.
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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.