 |
 |
|
|
|
|
|
|
|
| | | |
|
|
|
|
|
|||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
1
.
MEMORANDUM DECISION
|
EXTRACTED KEY WORDS
SEXUAL HARASSMENT HOFFMANN ALASKA COURT EMPLOYMENT LAW GRIEVANCE FACTS REMEDIES FAILURE SUMMARY JUDGMENT MOTION CONTRACT EMPLOYER EMPLOYEES LIABILITY SUPERVISOR TANGIBLE EMPLOYMENT ACTION PLAINTIFF TERMINATE GARRIS DEFENDANTS IMPLIED COVENANT EXECUTIVE COMMITTEE HOSTILE WORK ENVIRONMENT RITA GARRIS JAY HOFFMANN FAIR DEALING CLINIC RELIES INTERNAL REMEDIES |
IN THE SUPERIOR COURT FOR THE STATE OF ALASKA FOURTH JUDICIAL DISTRICT RITA GARRIS, Plaintiff, v. JAY HOFFMANN and FAIRBANKS CLINIC, INC., an Alaskan corporation, Defendants. Case No. 4FA-97-2495 Civil MEMORANDUM DECISION INTRODUCTION Before the Court is a motion for summary judgment on behalf of defendants Jay Hoffmann (Hoffmann) c") on Rita Garris's (Garris) claims that 1) she was subjected to sexual harassment; 2) that the fmann; and 3) that the Clinic's decision to terminate Garris breached an implied employment ealing. In support of its motion, the Clinic relies solely on arguments that Garris's failure to exhaust the alternative to summary judgment, the Clinic seeks rulings of law on these reporting and FACTS On a motion for summary judgment, the Court must consider the facts in a light most favorable to 96 P.2d 230, 233 (Alaska 1995). Accordingly, the following summary is based upon deposition events./ Rita Garris began her employment with the Fairbanks Clinic on June 30, 1997. During the time Garris offmann, her supervisor, engaged in various behavior which she considered sexually harassing.SNIPPETS: |
|
|
| | | |
|
|
