Marcia Saxton worked for Jerry Richardson, a supervisor at AT&T’s International Division. Richardson made advances to Saxton on two occasions over a three-week period. Each time Saxton told him she did not appreciate his advances. No further advances were made, but thereafter Saxton felt that Richardson treated her condescendingly and had stopped speaking to her on a social basis at work. Four months later, Saxton filed a formal internal complaint, asserting sexual harassment, and went on “paid leave.” AT&T found inconclusive evidence of sexual harassment but determined that the two employees should be separated. Saxton declined a transfer to another department, so AT&T transferred Richardson instead. Saxton still refused to return to work. Thereafter, AT&T terminated Saxton for refusal to return to work. Saxton contended she had been a victim of hostile working environment sexual harassment. AT&T argued that while the supervisor’s conduct was inappropriate and unprofessional, it fell short of the type of action necessary for sexual harassment under federal law (the Harris case). Decide. [Saxton v AT&T Co., 10 F3d 526 (7th Cir)]