Swyear v. Fare Foods Corp.

Dist. Ct. did not err in granting defendant-employer’s motion for summary judgment in plaintiff’s Title VII claim alleging that defendant subjected her to sexual harassment and then terminated her on basis of her sex and in retaliation for making discrimination claim. Co-worker’s discussions regarding his romantic relationships, as well as other workers’ use of sexual nicknames, though  inappropriate, were not directed at plaintiff and were too infrequent to cause alteration of her work environment. Moreover, co-worker’s touching of plaintiff on work-related overnight stay at hotel was not threatening to plaintiff and was addressed by defendant once plaintiff reported said conduct to management. Also, plaintiff’s attendance and other performance problems supported defendant’s claim that plaintiff was terminated for reasons other than her sex or fact she had reported sexual harassment.