Business Law question: Your business is being sued by Emily, a former employee, who claims that she was sexually harassed by one of your other employees, Frank.

Your business has a written employee policy manual that makes it clear that sexual harassment will not be tolerated at your workplace. It also designates one of your other female employees, Sarah, as the designated reporting person for reporting any incidents sexual harassment.

Frank admits that one day, he flirted with Emily, and asked her for a date. But he doesn't believe that anything that he said or did rose to the level of sexual harassment.

Emily says that Frank did sexually harass her, one time, on one day. She found the incident so upsetting that she immediately quit her job. She did not report the alleged sexual harassment to Sarah, nor to anyone else at your business, before she left.

Emily is now suing your business for sexual harassment, and for wrongful termination based upon a legal theory of constructive termination.

Go to the discussion area and answer the following questions:

1. Can Emily successfully recover damages against your business for sexual harassment? Why?

2. Can Emily successfully recover damages against your business for wrongful termination? Why?

3. What actions, if any, should you take against Frank? Why?