Debbie Barlow complained to the human resources department that a female co-worker was touching her and making sexually inappropriate comments. The co-worker’s touching and comments did not stop. Two days after the initial complaint to her employer, Barlow filed an EEOC charge of discrimination. ConAgra tried to resolve the charge through mediation; but that effort failed. Within a week of the failed EEOC mediation, Barlow was fired for allegedly using language that threatened violence against the company. Barlow sued ConAgra for sex harassment and retaliation. The court dismissed her sex harassment lawsuit, stating that the alleged harassment was neither severe nor pervasive. Can she still make a retaliation claim? [Barlow v. Conagra Foods Inc., 2005 U.S. Dist. LEXIS 31398 (N.D. Fla. Nov. 23, 2005)]