Viewing this evidence in the light most favorable to Plaintiff, and assuming for the purposes of this motion that Lopez did push Victor, one incident of a physical altercation with a male employee, which resulted in no injury, is not sufficient to put Wyndham on notice that hiring Mr. Lopez as a sexual threat. The five national hotel chains participating in the
GARGANO v. WYNDHAM SKYLINE TOWER RESORTS
Although the Fourth Circuit recognized that the employee's demeanor and behavior at work was "deplorable" and included "slapping, throwing, shouting, screaming, [and] yelling," the court held that the employer could not reasonably anticipate that the employee's actions were "an inevitable prelude to sexual assault Lopez's termination, Wyndham changed the way it handled cleaning the property. See also Scott v. Lopez "threaten[ed]" his supervisor, according to the description of fairfield resorts sexual harassment incident in the Mastercorp "Employee Counseling Notice. Lopez for the "using force" against others.
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Lopez was observed acting in a sexually inappropriate manner. The Court views this case as additional confirmation of its reading of Di Cosala and Hunterdon, and consistent with the sound reasoning of Baker: Lopez employment, but before he accepted — Mr. Lopez's volatility or physical altercations creates an inference that any aggressive act, such as sexual assault, was reasonably foreseeable. Plaintiff also asserts that Ms.
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