Opinion ID: 67998
Heading Depth: 2
Heading Rank: 1

Heading: Sexual Harassment Complaint Against Hardy

Text: In June 2005, DYS employee, Tera McMillian (“McMillian”), complained that Hardy, her supervisor, had sexually harassed her. DYS’s Personnel Manager, Debra Spann, investigated McMillian’s complaint and interviewed Hardy on June 28, 2005. During the taped interview, Spann and Hardy discussed two incidents that McMillian alleged were sexual harassment. On July 14, 2005, while Spann’s investigation was pending, Hardy filed a grievance against McMillian. Hardy complained that McMillian had made unsubstantiated derogatory statements about him and had encouraged other employees to file false charges against him.1 Hardy filed the grievance because he felt he was being “set up” during Spann’s investigation. On July 19, 2005, Spann advised Defendant Wood by letter that she had 1 Although a copy of the grievance is not in the record, the parties agree that these were Hardy’s allegations. 2 completed her investigation and found McMillian’s sexual harassment complaint valid. Spann recommended that Hardy be disciplined. On November 4, 2005, Defendant Wood sent Hardy a letter informing Hardy of Spann’s recommendation. Wood advised Hardy that he was alleged “to have made sexual advances and/or to have created a hostile working environment” for McMillian and “to have attempted, among other things, to cause an investigation against [McMillian] for her having filed a complaint against [him].” Defendant Wood specified that Hardy allegedly had violated State Personnel Board rules prohibiting disruptive conduct, use of abusive language, the serious violation of departmental rules and sexual harassment. Wood cited the respective rule numbers. Defendant Wood also notified Hardy that a hearing on the alleged violations would be held on November 10, 2005, and that Hardy could be represented by an attorney and present witnesses and other evidence. Wood explained that he would review the evidence presented at the hearing and make a decision regarding disciplinary action.