A female employee at a health-care clinic was subjected to almost daily sexual remarks and propositions over a period of thirteen months. She reported the conduct to the clinic, but no action was taken against the coworker. After the ineffectual report, the coworker started to touch the woman, ignoring her protests. Finally, after the coworker rubbed her legs, the female employee warned him to never touch her again. The coworker responded by reaching out to touch the woman, and she struck him on the side of the face. When she reported the incident to her supervisor, he warned her that if he wrote up the coworker for disciplinary action, he would also have to write her up. The woman persisted in her complaint. The clinic investigated and determined that the coworker had, in fact, been sexually harassing the woman. The clinic terminated the coworker for the harassment, but also fired the woman because she had participated in a workplace confrontation and physically struck another employee. The woman sued. Does she have grounds for a hostile environment claim against the clinic? Why or why not? For a retaliation claim? Why or why not? Speed v. WES Health Systems, 93 F.Supp.3d 351 (E.D. Pa. 2015).