Case Problem with Sample Answer Entek International, an Oregon-based company, hired Shane Dawson, a male homosexual, as a temporary production-line worker. Dawson worked with twenty-four other employees, all male. Certain individuals at work began making derogatory comments about Dawson's sexual orientation, calling him a "fag," a "homo," and a "worthless queer." Oregon law prohibits discrimination based on sexual orientation. Dawson asked his supervisor, Troy Guzon, to do something about the treatment he was receiving, but Guzon did not. In fact, Guzon also made derogatory comments about Dawson's sexual orientation. Dawson began to experience stress, and his work deteriorated. As a result of this situation, he went to the human resources department and filed a complaint. Two days later, he was fired. Dawson initiated a lawsuit, claiming that he had been fired in retaliation for filing a complaint, but the district court granted Entek a summary judgment. Dawson appealed. How should the federal appellate court rule? Has Dawson established a claim for retaliatory discharge? Should his case be allowed to go forward to a trial? Explain