||A hospital appointed a male as acting director of the chaplain staff. During the search for a full-time director, an HR manager solicited the opinions of the staff. A female, part-time chaplain was critical of the acting director, who was a candidate for the full-time position. She expressed concerns about his public speaking ability and his being a “good ole boy.” The acting director got the job and the female chaplain continued to convey her concerns about him to an HR manager. Her comments increasingly questioned the director’s ability to relate well to female staff. This eventually led to an investigation of whether the director was creating a hostile environment for female staff. The female chaplain reluctantly agreed to be interviewed by the investigator. She reiterated some of her claims about his being a “good ole boy” and holding sexist attitudes. The investigator concluded that there was no evidence of harassment. However, the HR manager was concerned about the nature of the female chaplain’s comments. She was initially suspended for thirty days to have time to think over whether she could work with the director and then terminated. The female chaplain sued. What should the court decide? Why?