MHR 6401
Fuller v. Idaho Department of Corrections
Columbia Southern University
MHR 6401, Employment Law
Fuller v. Idaho Department of Corrections
In January 2011, Cynthia Fuller began working as a probation and parole officer in the
Idaho Department of Corrections (IDOC) District 3 office in Caldwell, Idaho (Fuller v. Idaho
Department of Corrections, 2017). Soon after she started a relationship with Herbet Cruz who
was also employed by the IDOC. During their relationship, Ms. Fuller was raped by Mr. Cruz on
three different dates (Fuller v. Idaho Department of Corrections, 2017). Mr. Cruz was placed on
paid administrative leave pending an investigation (Fuller v. Idaho Department of Corrections,
2017). Ms. Fuller requested paid administrative leave but was denied by the IDOC (Fuller v.
Idaho Department of Corrections, 2017). Ms. Fuller resigned from her position and filed a
lawsuit against the Idaho Department of Corrections, Mr. Brent Reinke and Mr. Henry
Atencio. The basis of her lawsuit is: hostile work environment against the IDOC; gender
discrimination against the IDOC; alleged equal protection violations against Reinke and
Atencio, and intentional or negligent infliction of emotional distress against Atencio (Fuller v.
Idaho Department of Corrections, 2017).
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on
race, color, religion, sex and national origin (EEOC, 2021). The Supreme Court has held that
discriminatory conduct includes sexual harassment, and that such conduct can alter the terms and
conditions of employment if it is “sufficiently sever or pervasive” that it creates “an abusive
working environment” (Fuller v. Idaho Department of Corrections, 2017).
Complaint Procedure and Employer’s Response
Fuller v. Idaho Department of Corrections
Columbia Southern University
MHR 6401, Employment Law
Fuller v. Idaho Department of Corrections
In January 2011, Cynthia Fuller began working as a probation and parole officer in the
Idaho Department of Corrections (IDOC) District 3 office in Caldwell, Idaho (Fuller v. Idaho
Department of Corrections, 2017). Soon after she started a relationship with Herbet Cruz who
was also employed by the IDOC. During their relationship, Ms. Fuller was raped by Mr. Cruz on
three different dates (Fuller v. Idaho Department of Corrections, 2017). Mr. Cruz was placed on
paid administrative leave pending an investigation (Fuller v. Idaho Department of Corrections,
2017). Ms. Fuller requested paid administrative leave but was denied by the IDOC (Fuller v.
Idaho Department of Corrections, 2017). Ms. Fuller resigned from her position and filed a
lawsuit against the Idaho Department of Corrections, Mr. Brent Reinke and Mr. Henry
Atencio. The basis of her lawsuit is: hostile work environment against the IDOC; gender
discrimination against the IDOC; alleged equal protection violations against Reinke and
Atencio, and intentional or negligent infliction of emotional distress against Atencio (Fuller v.
Idaho Department of Corrections, 2017).
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on
race, color, religion, sex and national origin (EEOC, 2021). The Supreme Court has held that
discriminatory conduct includes sexual harassment, and that such conduct can alter the terms and
conditions of employment if it is “sufficiently sever or pervasive” that it creates “an abusive
working environment” (Fuller v. Idaho Department of Corrections, 2017).
Complaint Procedure and Employer’s Response
