A woman working as a waitress met a man who helped her get a job as a technical training clerk. Two weeks after she started on the job, the man requested an off-site meeting with her. He told her that he had been in love with a married co- worker and his own marriage was troubled. He asked the woman to have a relationship with him, but she refused and reported the incident to another manager. Following her rejection of his proposition, the man (a manager) became very critical of her work. On another occasion, the woman was directed by the same manager to perform some work on a particular computer. The screen saver for the computer, selected by the manager, was a picture of a naked woman. On four other occasions, the manager needlessly touched the woman's hand when she handed him the telephone. The manager also kept objects in his office that were reminiscent of a male sexual organ. The manager pointed out these objects to coworkers and the woman on several occasions. When the woman wanted to be considered for an illustrator's position, she was told by the manager that she would have to draw one of the objects in his office rather than the automotive parts typically used to test applicants for this position. The manager created a "re- cruitment poster" that was displayed on a bulle- tin board and portrayed the woman as the president and CEO of the "Man Hater's Club of America." The manager also told the woman to type a draft of the "beliefs of the He-Men Women Hater's Club," including, among other things, that women should not have the right to vote. After making multiple complaints over a three-year period, the woman quit. She sued.
What should the court decide? Why? (Duncan v. General Motors, 300 F.3d 928 (8th Cir. 2002))