Answer to Harassment Complaint

Drafts a responsive Answer on behalf of a defendant employer in employment harassment litigation, preserving all available defenses and establishing the client's factual and legal positions.

Prerequisites

Gather before drafting:

• Complaint — all numbered paragraphs, exhibits, referenced documents
• Anti-harassment policies — written policy, training records, complaint procedures, acknowledgment forms
• Investigation file — internal investigation triggered by plaintiff's complaint (or absence thereof)
• Personnel records — plaintiff's employment dates, title, reporting chain, disciplinary history
• Alleged harasser's records — supervisory authority, tangible action authority, employment status
• EEOC charge — filing date, charge scope, right-to-sue letter date

Quick Start

1. Mirror complaint caption exactly (court, case number, parties) → title: DEFENDANT'S ANSWER TO COMPLAINT
2. Respond to each numbered paragraph (admit / deny / lack knowledge)
3. Assert all applicable affirmative defenses as separately numbered paragraphs
4. Add prayer for relief and signature block with certificate of service

Core Workflow

Paragraph-by-Paragraph Responses

For each numbered paragraph use one response:

| Response | When to Use | |---|---| | Admit | Indisputable facts: corporate existence, employment dates, policy existence | | Deny | False allegations or legal conclusions ("severe," "pervasive," "unwelcome") | | Lack sufficient knowledge | Plaintiff's subjective experiences, statements outside defendant's presence — use sparingly for facts defendant should know |

Drafting rules:

• Parse compound paragraphs — admit true portions, deny the rest specifically
• Document references: admit existence, deny plaintiff's characterization
• Never blanket-deny paragraphs containing mixed assertions
• Keep responses consistent with documents to be produced in discovery

Affirmative Defenses

Assert each in a separately numbered paragraph. Waiver applies to unpleaded defenses.

| Defense | Key Elements | |---|---| | Failure to state a claim | Conduct not severe/pervasive enough to alter employment conditions; isolated incidents or petty slights insufficient | | Faragher-Ellerth (supervisor, no tangible action) | (1) Employer exercised reasonable care: written policy, training, complaint channels, prompt investigation; (2) Plaintiff unreasonably failed to use available procedures | | Statute of limitations | EEOC: 180 days (non-deferral) / 300 days (deferral) per discrete act; suit: 90 days from right-to-sue; state: 1–3 years [VERIFY state-specific period] | | Continuing violation | Discrete acts outside limitations not recoverable under continuing-violation theory | | No protected-characteristic nexus | Conduct not because of sex, race, or other protected class | | Failure to exhaust | Claims outside EEOC charge scope are unexhausted | | No compensable damages | No cognizable harm, or harm from independent intervening factors | | Failure to mitigate | Plaintiff failed to take reasonable steps to reduce damages | | After-acquired evidence | Post-separation misconduct warranting discharge [VERIFY jurisdiction's application to harassment] | | Release/waiver | Assert if settlement agreement or release exists | | Statutory coverage | Employer below Title VII / state-law employee threshold |

Include reservation to assert additional defenses as discovery proceeds (receptiveness varies by jurisdiction).

Prayer for Relief

• Dismissal with prejudice
• Judgment for defendant on all claims
• Costs of suit
• Attorney's fees (prevailing defendant where frivolous [VERIFY standard]; contractual basis if applicable)
• Such other relief as the court deems just

Signature Block & Service

Include attorney name, bar number, firm, address, phone, email, filing date. Attach Certificate of Service with date and method of service on plaintiff's counsel.

Pitfalls and Checks

• Supervisor vs. co-worker: Faragher-Ellerth applies only when alleged harasser is a supervisor with no tangible employment action; co-worker harassment uses a negligence standard
• Tangible employment action: Discharge, demotion, or undesirable reassignment defeats Faragher-Ellerth — pivot to other defenses
• No argument in pleading: The Answer is not a brief — strike editorial commentary
• Internal consistency: Confirm paragraph responses align with asserted affirmative defenses before filing
• Local rules: Verify page limits, font, spacing, margins, and line-numbering for the specific court
• Amendment: Track post-filing facts that may require an amended answer; check deadline for amendment as of right