Opinion ID: 779957
Heading Depth: 3
Heading Rank: 3

Heading: Remedial Action

Text: 31 Assuming Bowen's claim alleges co-worker, as opposed to supervisor, harassment, Bowen must also show the DSS knew or should have known of the racially discriminatory harassment and failed to take prompt and effective remedial measures to end the harassment. Willis, 262 F.3d at 808. The magistrate judge acknowledged, but did not discuss, this fifth prima facie element regarding the employer's knowledge. The record establishes Bowen filed three grievances complaining specifically of Lee's conduct and another grievance complaining that Lee's supervisor, out of fear, acquiesced in Lee's harassment. Within hours of Lee's insulting and intimidating conduct on January 21, 1999, Bowen reported to the DSS personnel manager her fear of working near Lee. The DSS manager told Bowen the department could not guarantee her personal safety. We conclude genuine issues of fact exist whether the DSS knew of the racially discriminatory harassment and took adequate remedial measures to end the harassment.