Sexual Assault Allegations vs. Legal Thresholds
Johnson’s explosive allegations included racial slurs, sexually explicit messages, and an incident in which a male co-worker allegedly reached into her shirt and groped her. But the court noted that because the jury believed she had not adequately notified Ford, the company couldn’t be held liable for failing to act.
Her sexual harassment and racial discrimination claims, brought under Section 1981 and Michigan law, were thus dismissed as the evidence didn’t definitively show that Ford had been made aware of the alleged misconduct.
Quid Pro Quo and Retaliation Claims Fall Flat
Johnson also attempted to revive a quid pro quo harassment claim, asserting that her harasser had influence over her job since he trained her and gave performance feedback. But the court shut that down, calling her arguments “conclusory” and unsupported by direct links between the harassment and employment consequences.
Adding to her setbacks, the court also affirmed a procedural denial of her bid to amend her lawsuit in October 2019 to include retaliatory termination, saying she could have raised the claim earlier—particularly since her case had already been through the appellate wringer once before.
