context: These undisputed facts demonstrate that the District's sexual harassment policies and response to Harper's complaint were "both reasonable and vigorous."
citation_a.signal: see also
citation_a.identifier: 213 F.3d 278, 286-87
citation_a.parenthetical: employee's admitted knowledge of employer's policy prohibiting sexual harassment and complaint procedure and employer's prompt investigation of complaint showed that employer "exercised reasonable care to prevent and, if not prevented, to correct promptly any sexually harassing behavior by supervisory personnel"
citation_a.sentence: Scrivner v. Socorro Indep. Sch. Dist, 169 F.3d 969, 971 (5th Cir.1999) (school district’s anti-discrimination policy, swift response to harassment complaints, and acceptance of harasser’s resignation was sufficient to establish first prong of affirmative defense); see also Casiano v. AT&T Corp., 213 F.3d 278, 286-87 (5th Cir.2000) (employee’s admitted knowledge of employer’s policy prohibiting sexual harassment and complaint procedure and employer’s prompt investigation of complaint showed that employer “exercised reasonable care to prevent and, if not prevented, to correct promptly any sexually harassing behavior by supervisory personnel”).
citation_b.signal: no signal
citation_b.identifier: 169 F.3d 969, 971
citation_b.parenthetical: school district's anti-discrimination policy, swift response to harassment complaints, and acceptance of harasser's resignation was sufficient to establish first prong of affirmative defense
citation_b.sentence: Scrivner v. Socorro Indep. Sch. Dist, 169 F.3d 969, 971 (5th Cir.1999) (school district’s anti-discrimination policy, swift response to harassment complaints, and acceptance of harasser’s resignation was sufficient to establish first prong of affirmative defense); see also Casiano v. AT&T Corp., 213 F.3d 278, 286-87 (5th Cir.2000) (employee’s admitted knowledge of employer’s policy prohibiting sexual harassment and complaint procedure and employer’s prompt investigation of complaint showed that employer “exercised reasonable care to prevent and, if not prevented, to correct promptly any sexually harassing behavior by supervisory personnel”).