Why might the ER director think the charge of sexual harassment was unfair?

Dr. P was a great emergency room (ER) physician. He had worked at Eastern Hospital for about ten years and now was serving as the president of his six-member ER group. He had the type of personality that put patients and staff members at ease. He was a devoted father and active in his church. Therefore, it came as a shock to the hospital CEO when the ER director pulled him aside to inform him that Dr. P was having an affair with one of the ER staff nurses. By all accounts it was consensual, but the ER director wanted to know if there was any action she should take. After discussing the matter for a few minutes, both concluded that because the affair was consensual and Dr. P did not really supervise the nurse, the only thing they could do was try not to have them work the same shift. However, both felt uncomfortable speaking with either Dr. P or the nurse. They felt the relationship was really “none of their business.”
The affair appeared to go on for about six months, until Dr. P’s wife discovered their behavior and demanded that he either break off the affair or she and the children would immediately leave him and she would file for divorce. After deep emotional struggles, Dr. P agreed to terminate the relationship. The nurse was upset, as she felt she had been promised marriage as soon as Dr. P divorced his wife. She became even angrier when Dr. P, who primarily worked the day shift, asked that she be scheduled only nights so that he would not be together with her, as he had promised his wife.
The CEO was even more surprised when, a week later, he received notice that the nurse had filed a sexual harassment case with the hospital’s human resources department and with the Equal Employment Opportunity Commission. She claimed she only continued the sexual relationship because of implicit threats Dr. P made, and by reassigning her to nights, the ER director contributed to the harassment.