Opinion ID: 2976348
Heading Depth: 3
Heading Rank: 1

Heading: Diana Chiandet

Text: The first reported incident of Robinson harassing a female employee at Anheuser-Busch’s plant in Columbus, Ohio involved an employee named Diana Chiandet. Chiandet worked on brewery line 75 with Robinson. Although Chiandet is not a plaintiff in the present case, prior incidents of sexual harassment involving Robinson are relevant to the claims in this case, as discussed in Part II.C.2. below. Chiandet complained to brewery management in July of 1993 that she had received three harassing and threatening anonymous notes. The first note stated: “Are you looking for a real good hot time with a real hard body man if so I’m your man. Call my line to nite [sic] for some read [sic] hot sex talk. 1800-334-1256. I’ll be waiting.” The second note read: “Hi - Are you lonely and looking for a real hot time if so I’m the man for you. If you want something Hot and Hard call me at 1-800-335-666. They call me Mr. Big Daddy.” The final note stated: “What’s up sexy. So are your ready for something nice and hard because I think it’s about time we got together so we can have a good time all nite [sic] long. I no [sic] you like it long and Hard. And I have tools to do that all nite [sic] thing. P.S. Don’t worry I will make real good to you. I no [sic] what you like PAIN.” On August 4, 2003, shortly after reporting the notes to management, Chiandet told her supervisor that her car had been sideswiped at work. The brewery concluded that the notes were “inappropriate, lewd, suggestive and threatening,” and launched an investigation into the incident. A handwriting expert promptly determined that Robinson was the author of the notes. Although Robinson originally denied writing them, he later admitted to being the author after he was confronted with evidence from the handwriting expert. This caused Anheuser-Busch to terminate Robinson’s employment in early September of 1993. Robinson pursued a union-backed grievance. Under the collective bargaining agreement at the brewery, management may terminate employees only for just cause. Employees who wish to challenge a disciplinary action taken against them can file a grievance. Grievances are entertained first by a department head, then by a human resources manager, and finally by a Multi-Plant Grievance Committee. The Grievance Committee is composed of two company representatives, two union representatives, and a mutually agreed-upon arbitrator. Following Robinson’s appeal, the Grievance Committee reinstated him after a six-month suspension. No. 07-3235 Hawkins et al. v. Anheuser-Busch, Inc. Page 3