Opinion ID: 774282
Heading Depth: 3
Heading Rank: 2

Heading: Prevention and Correction of Improper Behavior

Text: 24 Matvia argues that BHIM did not take reasonable care to prevent and correct sexually harassing behavior because BHIM's antiharassment policy was not an effective preventative program. Our cases have held that dissemination of an effective anti-harassment policy provides compelling proof that an employer has exercised reasonable care to prevent and correct sexual harassment. Lissau, 159 F.3d at 182. Evidence showing that the employer implemented the policy in bad faith or was deficient in enforcing the policy will rebut this proof. See Brown, 184 F.3d at 396. 25 Matvia does not allege that the policy was implemented in bad faith, but rather argues that it was deficient because BHIM employees did not understand it. Tellingly, Matvia points to no language in the policy rendering it ambiguous or difficult to follow. Nor does she suggest how the policy against sexual harassment could have been made any clearer. Her only evidence of the alleged deficiency is deposition testimony in which BHIM employees had trouble recalling the details of their orientation briefings. For example, Catherine Walkosz, one of the bus drivers, remembered viewing a video tape, but could not recall if there was a presentation from anyone in human resources. Of course, Walkosz had been hired in the spring of 1996 and the deposition took place in the summer of 1999. Consequently, when propounding questions about the orientation, counsel for Matvia prefaced his inquiry by stating that he realized this is some ancient history. J.A. 195. 26 The failure to recollect the details of an orientation session does not mean that the employee does not understand the sexual harassment policy. Matvia's reasoning here presents a classic nonsequitur. Nonetheless, when counsel asked Walkosz whether she believed that Terbush should have been terminated for his conduct toward Matvia, Walkosz evinced understanding of the policy, responded in the affirmative, and opined that Terbush had violated rules set forth in the handbook that prohibited [s]exual harassment. J.A. 211. The record also contains numerous affidavits from BHIM employees indicating an awareness of the policy against sexual harassment and the company officials to whom harassment could be reported. In the face of a policy that clearly defines sexual harassment and to whom harassment should be reported, Matvia cannot survive summary judgment by claiming that employees failed to recall their orientation briefings. Hence, Matvia's contention that BHIM lacked an effective preventative program must fail. 27 As for correction of sexually harassing behavior, BHIM suspended Terbush without pay four days after he attempted to kiss Matvia. Twelve days later, after completing an investigation, BHIM terminated Terbush. As this sequence of events indicates, shortly after it learned of Terbush's improper conduct, BHIM took prompt corrective action as required by Faragher and Ellerth. 28 Questioning the adequacy of BHIM's corrective action, Matvia focuses her arguments not on BHIM's suspension and termination of Terbush, but on the ostracism she suffered at the hands of the bus drivers and others. The first prong of the affirmative defense, however, focuses on the employer's exercise of reasonable care to prevent and correct promptly any sexually harassing behavior. Faragher, 524 U.S. at 807 (emphasis added); Ellerth, 524 U.S. 765 (emphasis added). Matvia alleges no sexually harassing behavior occurring after the date of the attempted kiss. Though co-workers were often uncivil towards Matvia, they did not sexually harass her. Accordingly, BHIM's response to the ostracism and vilification of Matvia, which was bereft of a sexual component, is irrelevant to the first prong of the affirmative defense. 29