The case arose when an employer, investigating rumors of sexual harassment by a supervisor, asked the petitioner, Vicky Crawford, whether she"™d witnessed any inappropriate behavior. In fact she had, and she proceeded to tell the employer about a series of harassing acts by the supervisor toward herself. The employer did nothing to discipline the supervisor and, instead, fired Crawford and two other employees who also reported being harassed by the supervisor.
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Accepting the rule set forth in the EEOC"™s Compliance Manual, the Court concluded that "śWhen an employee communicates to her employer a belief that the employer has engaged in . . . a form of employment discrimination, that communication virtually always constitutes the employee"™s opposition to the activity."ť
SCOTUS Rules In Sex Harassment Firing Case
