At one point, a co-worker called Parker a “f***ing wh*re” and made vulgar comments about her sexual activities. Parker complained to the foreman. His response? “That could be considered a compliment.”

One especially cruel male co-worker repeatedly called Parker a “sl*t,” “wh*re” and “crybaby” (often in the presence of the shift foreman). That co-worker hid her work equipment and even threw objects at her. HR wasn’t informed. Instead, the shift foreman “generally tried to hush it up and tried to keep it in-house when these kinds of complaints arose.”

When HR finally did learn of an incident in which a co-worker used the intercom to make heavy breathing noises at Parker, the HR director reportedly chuckled at the incident, saying she should expect a certain amount of sexual banter in a shop setting. He gave the co-worker a verbal warning for “horseplay.” (Parker v. General Extrusions, No. 06-3353, 6th Cir., 2007)

How did the case end … and what lessons can be learned?