Sexual discrimination against female employees

Consider the following fact pattern: Claimant, Stephanie Britton, was a young female employee working at the Florida Light and Power Authority. She was continually asked on dates by several of her male co-workers but
she always refused, asserting that she was not interested in dating her co-workers. On several occasions, while on the job, she overheard her male co-workers engage in sexual conversations, most distressingly
discussions about her body parts. She repeatedly told management about the sexual comments. She filed a complaint with FPL on her treatment with the HR department. The employer took no action to discipline the
male employees or otherwise change the workplace environment. She eventually quit the job but filed an action with the EEOC claiming that she was forced to leave the job because she was sexually discriminated
against.
Perform an internet based research inquiry. Find any relevant Florida statutes and at least two precedent cases in Florida related to the fact pattern to discuss in your answer. If you were the EEOC claims’ officer hearing Stephanie’s case, what factor would you find most important in your review. Based upon the cases and statute do you believe that Stephanie will prevail in her claim? Why or why not?