# Wendy Jo Brown v. William J. Perry, Secretary of Defense

> Court of Appeals for the Fourth Circuit · July 14, 1999 · 184 F.3d 388

URL: https://www.frixlaw.com/law-library/cases/9492304

## Case

- **Full name:** Wendy Jo BROWN, Plaintiff-Appellant, v. William J. PERRY, Secretary of Defense, Defendant-Appellee
- **Court:** Court of Appeals for the Fourth Circuit
- **Decided:** July 14, 1999
- **Citations:** 184 F.3d 388; 75 Empl. Prac. Dec. (CCH) 45,966; 80 Fair Empl. Prac. Cas. (BNA) 567; 1999 U.S. App. LEXIS 15704; 1999 WL 504814
- **Precedential status:** Published
- **Opinion:** Concurrence by Niemeyer
- **Judges:** Murnaghan, Niemeyer, Motz
- **Cited by:** 101 later opinions in the Frix Law Library

## Citator (automated)

- No negative treatment found by the automated citator. That is not the same as a confirmation that the case is good law; read the citing cases.
- Full citator and citing cases: https://www.frixlaw.com/law-library/cases/9492304

## How later opinions describe it (automated extraction)

- holding that supervisors who violated the employer’s directive that all sexual harassment be reported nonetheless acted reasonably because they (1) “were confronted with a victim who has continuing to work effectively and ... who reported a single incident of harassment perpet…
- stating that an employer is entitled to assert the affirmative defense where there is no evidence that the plaintiff suffered a tangible employment action at the “hands” of the alleged harasser because the alleged harasser “simply took no part in any decision to hire, fire, di…
- finding that the defendant employer took reasonable actions to correct an employee’s sexually harassing behavior in part because of the restraining order on the alleged harasser, the employer’s prompt investigation of the alleged harasser, and the employer’s support for the em…
- concluding that no tangible employment action was taken when the alleged harasser "took no part in any decision to hire, fire, discharge, transfer, or reassign [the subordinate], or in any way to alter her employment benefits"
- concluding that the issuance of a restraining order and a thirty day suspension constituted adequate corrective measures where a supervisor grabbed and kissed an employee on two occasions

## Opinion text

NIEMEYER, Circuit Judge,
concurring in the judgment:
I agree that the district court should be affirmed in this case and therefore concur in the judgment.

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Source: Frix Law Library, https://www.frixlaw.com/law-library/cases/9492304. Public record. Not legal advice.