The court interpreted the Supreme Court's opinion to mean that a manager will be held personally liable if he or she harasses an employee. The court said the managers may not have taken immediate appropriate corrective action, but deciding whether to take corrective action is a routine management decision that does not lead to personal liability. Thus the victim still has the right to sue her co-worker for these other violations. Managers can breathe a sigh of relief that they are no longer on the hook for routine management decisions. And trainers should amend their programs to let managers know that although they can be sued for harassing someone, they can't be sued for mis-managing a harassment claim.
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