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''Crawford v. Metropolitan Government of Nashville'', , is a United States Supreme Court case in which the Court unanimously ruled that Title VII of the 1964 Civil Rights Act protects an employee who opposes unlawful sexual harassment, but does not report the harassment him or herself. == Background == The petitioner, Vicky Crawford, was a long-time worker for the Metropolitan Government of Nashville and Davidson County. In 2002, the department of human resources began an investigation into Dr. Gene Hughes, the newly hired employee relations director for the Metro School District. Several female employees had expressed concern about being sexually harassed by Hughes. Veronica Frazier, the assistant director for the county human resources department was assigned to investigate the allegations. Frazier began by calling employees who had worked closely with Hughes, including Crawford. Crawford described to Frazier several incidents of sexual harassment. According to Crawford, Hughes has requested on "numerous" occasions to see her breasts. Hughes also, in response to the question "What's up?" grabbed his crotch and replied "You know what's up." On several occasions, Crawford continued, Hughes had pressed his crotch against the window of her office. On one occasion, when Crawford asked Hughes what she could do for him, he grabbed her head and pulled it towards his crotch. Other allegations were made by two other women who worked with Hughes. Frazier's report did not resolve the allegations, as Hughes denied the allegations and there were no witnesses. The report concluded that Hughes had acted inappropriately, but no disciplinary action was taken against him. (In fact even after information surfaced in March 2003 that he had made false statements on his resume, claiming untruthfully that he was an attorney, a professional football player with the Pittsburgh Steelers, and a Navy SEAL, Hughes was merely demoted from his $91,250 position to a $75,857 position, and then moved to the athletics department and given a $6,500 pay raise. Hughes resigned in August 2003 but was allowed to collect pay at home through October 2003.) However, all three of the witnesses who had offered evidence of sexual harassment, including Crawford, were dismissed. Crawford had been employed by the district for over 30 years. Crawford had expressed reluctance to report the incidences earlier because Hughes headed the department, employee relations, where charges are reported. Hughes was tasked with investigating claims of sexual harassment. Hughes was also, Crawford noted, a good friend of the Director of the School District Pedro Garcia, and Crawford was worried that this would result in her losing her job. The Metro school board in January 2008 voted unanimously to end Garcia's tenure due to poor performance. Following her termination, Crawford sued her former employer under Title VII, which protects employees who oppose unlawful employment actions from employment retaliation. The District Court concluded, and the Sixth Circuit Court affirmed, that Crawford was not protected by Title VII on two grounds. First, her statements to Frazier did not constitute "opposition" to illegal conduct, as Crawford did not initiate the investigation. Second, the court held that Crawford was not protected against retaliation because the investigation was an employer's internal investigation and a charge had not been filed with the Equal Employment Opportunity Commission. Crawford only filed with the EEOC after she had been terminated, as required by Title VII. Crawford appealed to the Supreme Court, who heard the case on October 8, 2008. The court ruled unanimously in her favor on January 26, 2009. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Crawford v. Nashville」の詳細全文を読む スポンサード リンク
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