ve employee who was terminated for violating its policy against sexual harassment even though his conduct did not amount to a violation of federal law.
In the Quaker Oats case, the executive in question had been the subject of a previous sexual harassment complaint and was required by the company to attend training classes after an investigation revealed that he had engaged in a pattern of sexual harassment of female employees. In addition, the executive's compensation was reduced and he was warned that any further incidents could result in his termination. Thereafter, another female employee complained that the executive had attempted to k
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