The case concerns the dismissal of Melissa Nelson, a former employee of James Knight, a dentist. Nelson was hired by Dr. Knight as a dental assistant approximately 10 years before the events and Knight admitted that she was a good dental assistant. A year and a half before Nelson was fired, Knight began complaining to Nelson that his clothes were too tight and too revealing. About six months before his termination, Nelson and Knight began texting each other about personal and professional topics. Some texts between the two were suggestive and sexual, but Nelson claims she viewed Knight as a father figure/friend and did not take the texts seriously. Jeanne Knight (Dr. Knight's wife) was also an employee of Dr. Knight's office and discovered the text messages and confronted Knight, telling him to fire Nelson. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay The Knights consulted with a pastor at their church who agreed with the decision to fire Nelson. On January 4, 2010, Knight called Nelson into his office after work and in the presence of a pastor, he read a prepared statement saying that their relationship had become bad for his family and that it was in the best interest of both of them . stop working together. He then gave him a month's severance and Nelson started crying. Knight met with Nelson's husband later that evening to let him know that nothing was going on between them, but he believed an affair would result if he had not fired Nelson. Knight replaced Nelson with another dental assistant. Nelson filed suit against Dr. Knight in Webster County, Iowa, District Court on the grounds that Knight discriminated against her on the basis of sex (he would not have fired her if she had been a dental assistant). man) but did not sexually harass her. Knight moved for summary judgment and the district court sustained the motion in favor of Nelson's employer, James Knight, and she appealed to the Iowa Supreme Court. The Iowa Supreme Court upheld the motion for summary judgment because Knight's actions did not constitute unlawful discrimination. Melissa Nelson claimed Knight unlawfully discriminated against her by terminating her employment because she was a woman and that he would not have fired her if he was a man. The question is whether Knight unlawfully discriminated against Nelson. Reviewing other cases and the facts of the case will help understand the Iowa Supreme Court's decision. Unlawful discrimination is at the center of the case, because that is what Nelson specifically alleged Knight did. Civil rights laws aim to ensure that employees are treated equally regardless of their gender. The concurring opinion also addresses at-will employment to the extent that it may conflict with a more specific definition of discrimination, because the possibility of an employee being fired at any time without the employer having to prove a cause is always supported in our society. said the help to change Nelson's circumstances was completely legal. Nelson's responses to Knight's position are that any discrimination based on the employer's interest in the employee is discrimination, that there was no requirement for employee misconduct, and that Knight does not should not be allowed to fire an employee simply because they thought they would sexually harass them. connection with her. Cases such as.