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| POLICY AND TRAINING PROVIDES PUNITIVE DAMAGES PROTECTION |
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| A male employee was sexually propositioned and harassed by his gay manager. The employee was subsequently fired. The Seventh Circuit found that since the employer had promulgated a discriminatory harassment policy and provided discriminatory harassment prevention training, there is nothing else the employer could have done since it had no knowledge of the conduct. The employer could therefore not be liable for punitive damages. |
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| (Cooke v. Stefani Management Services Inc.) |
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