Cited by

Grp., Inc., (concluding, in the context of foreseeability, “[t]he fact that an employer proactively adopts .

Grp., Inc., and for purposes of determining jurisdiction, “we accept as true” the facts asserted by tenant, Doe 1-22, d at 601.

Grp., Inc. , –65 (Minn. 2008), the Minnesota Supreme Court recognized that Continental Can Co. was superseded by statute.

Grp., Inc., (quotation omitted).

Grp., Inc., -68 (Minn. 2008) (sexual harassment in employment); (sexual harassment in public services), rev. granted (Nov.

Grp., Inc., -71 (Minn. 2008) (determining an employer was vicariously liable for the hostile work environment created in connection with sexual harassment committed by its employee, pursuant to an agency standard).

11 The court of appeals rejected the School District’s argument that the affirmative defense we adopted in Frieler v. Carlson Marketing Group, Inc., – 71 (Minn. 2008), precludes Henry from claiming a constructive discharge to support her disparate treatment claim.2 In doing so, the court of appeals explained that “the Minnesota Supreme Court has declined to extend the Frieler defense beyond hostile-work-environment claims.” Henry, d at 679 (citin

Group, -71 (Minn. 2008) (quotations omitted).