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To 9 support his position, Holman relies on several cases, including Nichols, d 836 (Minn. App. 1987).

v. Gutzkow , -39 (Minn. App. 1987) ( holding co-workers’ name -calling, profanity, derogatory remarks, and offensive drawings directed toward claimant provided good cause).

3(c) (Supp. 2017); (“‘Good cause’ may be established if the employee has been subjected to harassment on the job and can demonstrate that he gave his employer notice of the harassment and an opportunity to correct the problem.”).

Nonsexual harassment by another employee may constitute good reason to quit “if the employer has notice and fails to take timely and appropriate measures to prevent [the] harassment.” Nichols v. Reliant Eng’g & Mfg., Inc., (stating that an employee may establish good cause to quit if he has been subject to harassment while on the job by a coworker and can demonstrate that he gave his employer notice and an opportunity to correct the problem).

(harassment— not sexual harassment — did not give employee good cause to quit when employee did not report continued harassment as instructed to do so by employer); (harassment — not sexual harassment— by coworkers provides an employee with good cause to quit if the employee gives sufficient prior notice of the harassment to the employer).

We also note that there is no reason to require an employee to complain to their supervisor when the supervisor is the harasser because the employee would not likely have a "reasonable expectation of assistance.” (no expectation of assistance where supervisor viewed harassment as "joke”); Porrazzo v. Nabisco, Inc., (employer deemed to have knowledge of continuing harassment where supervisor was source

Clark v. K-Mart Store No. 3059, Porrazzo v. Nabisco, Inc.