Court Opinion

ID: 9859393
Source: CourtListenerOpinion
Date Created: 2023-09-24 21:24:16.719657+00
Date Added: 2024-06-11T10:45:35.505029
License: Public Domain

MARING, Justice,
concurring in the result.
I write separately to again point out, in adherence with my concurrence in Esselman v. Job Service, 548 N.W.2d 400 (N.D.1996), that an employee may have good cause to quit when an employer, who is present during harassing and intimidating behavior directed by one employee at another co-employee, does nothing to stop or discourage such harassment. Merely setting up retreats and meetings without regard to how those meetings are conducted does not satisfy the responsibility of the employer to stop harassment of which it has notice.
I am bound by the standard of review set forth in section 28-32-19, N.D.C.C., and *400again I cannot say that a reasoning mind could not have reasonably decided that the agency’s factual conclusions were supported by the weight of the evidence. I, therefore, agree with the majority that the agency decision must be affirmed.