Ford substantiated the harassment. Then it allegedly retaliated for months after. Why this follow-up gap matters to every HR department
A newly filed federal case against Ford raises uncomfortable questions about what happens after an HR department confirms harassment occurred.
When Spencer Moore reported sexual harassment by his supervisor at Ford's Sterling Heights plant last spring, he probably expected that getting the company to investigate would bring some measure of relief. It did not.
According to court documents filed November 17, Ford's own investigation substantiated Moore's claims that his supervisor, Tawanna Rankin, engaged in sexual harassment toward him in March 2024, asking him intrusive questions about his relationship status and romantic preferences. The company found that Rankin had violated its harassment policies. By August, Ford removed Rankin from Moore's department and assigned her to a different shift with explicit orders to have no further contact with him.
The problem, Moore alleges, is what came next. Rankin continued showing up in his work area and taking overtime shifts on his crew despite the separation order. More troubling, Moore claims his team leader, Cecelia Berry, launched a campaign of calculated retaliation that lasted months after the investigation closed.
According to the allegations, Berry withheld job information that she freely shared with other workers. She allegedly had coworkers relay messages to Moore instead of speaking to...
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