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Sixth Circuit discusses harrassment victim's duty to mitigate

In Thornton v. Federal Express, the Sixth Circuit addressed the management of an employee relationship involving a victim of documented sexual harassment.  The Court found that the lower court had erred in concluding that Ms. Thornton was not a victim of harassment, but concluded that she was still properly terminated from employment by the Corporation.  The Judges considered that her refusal to return to work under a new supervisor, after completing 16 months of compensated leave, was adequate justification for terminating her employment.

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