42 U.S.C. § 2000e-2

Section 2000e-2 does not support a hostile work environment claim based on a single remark that was neither severe nor threatening and did not interfere with work.

Elkins v. Pharmacy Corporation · filed 2000-07-12

Construing the evidence in the light most favorable to Elkins, the district court correctly noted that the alleged sexual harassment amounted to a single remark that was neither severe nor threatening and did not interfere with Elkins' work performance. Thus, the district court properly dismissed Elkins' hostile environment claim.

Section 2000e-2(a)(1) requires racial conduct to be severe or pervasive enough to create a workplace that is objectively and subjectively hostile or abusive.

Boyce A. Smith, A/K/A Woody Smith v. Leggett Wire Company · filed 2000-07-17(a)(1)

In order to establish a racially hostile work environment under Title VII, the plaintiff must show that the conduct in question was severe or pervasive enough to create an environment that a reasonable person would find hostile or abusive, and that the victim subjectively regarded it as abusive. ... Smith's evidence - a racial slur in 1974 by an unknown coworker, a racially offensive and obscene cartoon passed around in the late 1980's or early 1990's by one who was not involved in Smith's termination decision, Bobby Guy's racist joke sometime after 1993, and supervisor Ronnie Curry's reference to a black employee as a "gorilla" - is simply not "severe or pervasive enough" to create an objectively hostile work environment.

A hostile work environment claim under § 2000e-2(a)(1) requires unwelcome, sex-based harassment severe and pervasive enough to alter employment conditions, plus a basis to impute liability to the employer.

Thomas v. BET Soundstage Restaurant · filed 2000-07-19(a)(1)

Thus, the Court finds Plaintiff created a genuine dispute of material fact as to the first two elements of a hostile environment sexual harassment claim. ... Thus, this third element of the claim along with the first two elements previously discussed must be considered by a jury.

Section 2000e-2(a)(1) covers unwelcome sexual harassment severe or pervasive enough to alter employment conditions and create a hostile work environment.

Anderson v. Dillard's Inc. · filed 2000-07-31(a)(1)

The Court finds that these unwelcome sexual encounters with Bateman were sufficiently severe and persuasive to alter the conditions of Plaintiff's employment and create a hostile working environment.

Section 2000e-2(a)(1) covers a hostile work environment based on sex even when the conduct is not overtly sexual.

Apgar v. State of Wyoming · filed 2000-08-02(a)(1)

We begin by noting none of the allegedly discriminatory incidents involved the boorish conduct of inappropriate touching, leering, or sexual language commonly found in hostile environment claims. This fortunate fact is not fatal to Ms. Apgar’s claims because actionable conduct in the Title VII realm “is not limited to behavior motivated by sexual desire.”

Section 2000e-2(a)(1) prohibits sex-based harassment that is severe or pervasive enough to create an abusive working environment.

White v. New Hampshire Department of Corrections · filed 2000-08-02(a)(1)

The plaintiff provided more than sufficient evidence to support a claim for hostile work environment.

An employer’s failure to correct a workplace condition that burdens women more heavily does not, by itself, establish hostile-work-environment sexual harassment.

DeClue, Audrey J. v. Central IL Light Co · filed 2000-08-02

The question is whether the defendant’s failure to respond to the plaintiff’s request for civilized bathroom facilities can be thought a form of sexual harassment, and we think it can not be.

Section 2000e-2(a) permits evidence of disparate treatment to be considered when assessing a racially hostile work environment.

Robinson v. City and County of Denver · filed 2000-08-17(a)

Similarly, under the totality of circumstances test, there is no prohibition against considering, in connection with a hostile work environment claim, evidence which also tends to prove a disparate treatment claim.

Section 2000e-2(a)(1) covers unwelcome sexual harassment that is severe or pervasive enough to alter the conditions of employment.

Grant v. Delco Oil, Inc. · filed 2000-08-22(a)(1)

The Trustee has established a prima facie case of sexual harassment by providing sufficient evidence to permit the jury to reasonably find that: 1.) Wolfe belongs to a protected group; 2.) Wolfe was subjected to unwelcome sexual harassment; 3.) the harassment was based on Wolfe’s gender; and 4.) the harassment was sufficiently severe or pervasive to alter the terms and conditions of employment and create an abusive working environment.

Section 2000e-2(a)(1) covers unwelcome, sex-based harassment that is severe or pervasive enough to alter employment conditions and can be imputed to the employer.

Manikhi v. Mass Transit Administration · filed 2000-08-24(a)(1)

In the instant matter the conduct attributed to Ovid clearly satisfies the first three elements of a hostile environment violation of Title VII. For the reasons stated in Part II, supra, the fourth element of the violation is satisfied. Accordingly, Count V states a cause of action.

Section 2000e-2(a)(1) prohibits sex-based harassment severe or pervasive enough to create a hostile work environment.

Rooney v. Capital District Transportation Authority · filed 2000-09-07(a)(1)

In the present case it can not be said, as a matter of law, that the alleged incidents do not constitute a hostile work environment.

Section 2000e-2(a)(1) covers repeated unwanted touching when it is severe or pervasive enough to alter employment conditions.

Conto v. Concord Hospital · filed 2000-09-27(a)(1)

A reasonable person could conclude that this behavior was sufficiently severe or pervasive to alter the conditions of Conto’s employment, and the record indicates that Conto herself perceived this behavior as abusive. Accordingly, the incidents of employees slapping Conto’s buttocks are sufficiently severe and pervasive to constitute sexual harassment.

A brief, isolated episode of coworker harassment does not establish a hostile work environment when it does not objectively alter employment conditions and the employer promptly removes the harasser.

Brooks v. City of San Mateo, a Municipal Order and Corporation San Mateo Police Department John Stangl, Chie · filed 2000-10-23(a)(1)

The harassment here was an entirely isolated incident. It had no precursors, and it was never repeated. In no sense can it be said that the city imposed upon Brooks the onerous terms of employment for which Title VII offers a remedy.

Section 2000e-2(a)(1) permits a sexually hostile work environment claim to proceed when the conduct viewed as a whole could be found abusive.

Wildman v. Burke Marketing Corp. · filed 2000-11-16(a)(1)

In light of Howard, Breeding and Rorie, the Court cannot say that as a matter of law Wildman’s work environment was not sexually hostile or abusive.

Section 2000e-2(a)(1) requires evidence linking alleged workplace harassment to race or sex to establish a hostile work environment.

Palesch v. MO Commission on · filed 2000-11-21(a)(1)

We agree with the District Court that Palesch failed to present any competent evidence to link the complained of conduct to a race or gender-based animus.

Section 2000e-2(a)(1) requires evidence that harassment was linked to race or sex and was severe or pervasive enough to create an abusive work environment.

Palesch v. Missouri Commission on Human Rights · filed 2000-11-21(a)(1)

We agree with the District Court that Palesch failed to present any competent evidence to link the complained of conduct to a race or gender-based animus. We further find that the evidence presented by Palesch failed to demonstrate, under the totality of the circumstances, that the harassing conduct was “so severe or pervasive that it ereate[d] an abusive working environment.”

Section 2000e-2(a)(1) requires evidence of coworker harassment to be tied to the supervisor when a racial hostile work environment claim rests on the supervisor’s conduct.

Mason, Mark v. Southern IL Universi · filed 2000-12-05(a)(1)

If a plaintiff pursues a hostile work environment claim based on the behavior of a supervisor, evidence of harassment by a coworker logically must be tied somehow to the supervisor for it to be relevant and admissible.

Section 2000e-2(a)(1) covers sexual harassment that creates a severe or pervasive hostile work environment.

Carroll v. Landesbank · filed 2000-12-13(a)(1)

Viewing the evidence in the light most favorable to the plaintiff, this court finds that the plaintiff has presented evidence which would permit a reasonable trier of fact to find that the conduct at issue created a hostile work environment.

Section 2000e-2(a)(1) covers sex-based harassment that is sufficiently severe or pervasive to create a hostile work environment.

Brown v. Henderson · filed 2000-12-14(a)(1)

Consequently, the court will not grant summary judgment on the basis that Plaintiff has failed to allege sufficiently severe or pervasive conduct.

Section 2000e-2(a)(1) permits a hostile work environment claim when unwelcome sex-based harassment creates a hostile workplace and the employer fails to take reasonable care to prevent and correct it.

Black v. Columbus Public Schools · filed 2000-12-22(a)(1)

To establish a hostile work environment claim, a plaintiff must show: (1) she is a member of a protected class; (2) she was subject to unwelcomed sexual harassment; (3) the harassment was based on her sex; (4) the harassment created a hostile work environment, and (5) the employer failed to take reasonable care to prevent and correct any sexually harassing behavior.

Section 2000e-2(a)(1) requires a hostile work environment claim to rest on sex-based conduct severe or pervasive enough to create an objectively and subjectively abusive workplace.

DeFlon v. Danka Corporation · filed 2001-01-05(a)(1)

In short, for DeFlon to survive the summary judgment motion, this court, after assessing all of the evidence in context, must conclude that: (1) the conduct stemmed from a sexual animus; and (2) the conduct in question was severe or pervasive enough to create a work environment that was objectively and subjectively abusive and hostile.

Section 2000e-2(a)(1) permits a jury to consider sex-based harassment that is not explicitly sexual alongside overt sexual abuse when assessing a hostile work environment claim.

O'ROuRke v. City of Providence · filed 2001-01-08(a)(1)

That reasoning applies equally to sexual harassment: where a plaintiff endures harassing conduct, although not explicitly sexual in nature, which undermines her ability to succeed at her job, those acts should be considered along with overtly sexually abusive conduct in assessing a hostile work environment claim.

Section 2000e-2(a)(1) requires facts linking an alleged hostile work environment to unlawful discrimination; workplace conflict alone is insufficient.

Boise v. Boufford · filed 2001-01-11(a)(1)

Despite his obviously unharmonious relationship with Smith and Boufford, Boise has failed to allege facts that support his claim that his work environment was rendered hostile by unlawful discrimination, rather than by an ordinary clash of wills.

Section 2000e-2(a)(1) allows a finding of sexual harassment based on a hostile work environment without repeated explicit propositions, offensive touching, or sexual epithets.

Pathak v. Department of Veterans Affairs · filed 2001-01-19(a)(1)

To begin, Plaintiff is incorrect that a finding of sexual harassment requires continued explicit propositions, offensive touching, or subjection to sexual epithets. ... I consider the facts found by the Center Director to be sufficient to permit a reasonable person to conclude that Plaintiffs conduct created an environment that was hostile or abusive enough to interfere with Lyons’s ability to perform her job and to make subjection to ridicule and humiliation, not to mention further unwanted sexual comments and overtures, a condition of her job. That such conditions were an outgrowth of a rebuffed, unwanted sexual advance and were characterized by further humiliating sexual advances and contact is one permissible conclusion to be drawn from the facts and sufficiently generates a nexus to Lyon’s gender to justify the action taken pursuant to Title VII.

Section 2000e-2(a) prohibits religious harassment that is sufficiently severe or pervasive to create a hostile work environment.

Erdmann v. Tranquility Inc. · filed 2001-01-24(a)

While Defendant has cited a number of facts that will, no doubt, be offered at trial, the Court cannot conclude at this stage of the proceedings that no reasonable jury could find that Defendants’ conduct was sufficiently severe or pervasive to give rise to hostile work environment. The Court denies Defendants’ motion with respect to Plaintiffs harassment claims.

Section 2000e-2(a)(1) prohibits race-based hostile work environments, including severe or pervasive harassment that alters employment conditions.

Bowdre v. Richardson · filed 2001-01-25(a)(1)

In this case, the plaintiff has presented sufficient evidence of a hostile work environment to survive summary judgment.

An employer avoids liability for coworker racial harassment when it responds promptly and adequately to the incidents reported to management.

Robinson v. Valmont Ind. · filed 2001-01-31(a)(1)

Because Robinson offers nothing to dispute either the promptness or adequacy of Valmont's investigative and corrective actions, the district court's award of summary judgment in favor of Valmont was correct.

Section 2000e-2(a)(1) covers harassment based on race, religion, or national origin when it creates a hostile work environment.

Sharafeldin v. Maryland, Department of Public Safety & Correctional Services · filed 2001-02-13(a)(1)

Racial, religious or national origin harassment which creates a “hostile work environment” is actionable under Title VII because it amounts to discrimination in the conditions of employment.

Section 2000e-2(a)(1) covers sexual harassment severe or pervasive enough to alter employment conditions and create an objectively and subjectively hostile work environment.

Bass v. World Wrestling Federation Entertainment, Inc. · filed 2001-02-14(a)(1)

These allegations suffice to show a workplace permeated with discriminatory intimidation which was sufficiently severe or pervasive to alter the conditions of Plaintiffs employment and create both an objectively and subjectively hostile or abusive work environment.

Section 2000e-2(a)(1) covers sexual harassment when unwelcome conduct is severe or pervasive enough to create a hostile work environment.

Dinkins v. Charoen Pokphand USA, Inc. · filed 2001-02-15(a)(1)

Here, Plaintiffs were subjected to a continual, sustained barrage of unwelcome comments and touchings, including requests for sex and unwelcome grabbing of their hips, buttocks, breasts, and genitalia. The court finds that a reasonable juror could agree that they labored in a hostile, abusive, and oppressive work environment.

Section 2000e-2(a)(1) requires evidence sufficient to support a finding of a hostile work environment for a sexual harassment claim on that theory.

Fitzgerald v. Ford Marrin Esposito Witmeyer & Gleser, L.L.P. · filed 2001-02-27(a)(1)

Since, for reasons to be described, the court determines that this finding should be set aside, the court will have no reason to go farther and deal with the further findings of the jury based on their finding of a hostile work environment.

Section 2000e-2(a)(1) requires conduct to be objectively offensive enough to alter employment conditions for a sexual harassment claim based on a hostile work environment.

Lutz v. Purdue University · filed 2001-03-09(a)(1)

Here it can be clearly said that an objective reasonable person would not be wholly offended by the pictures on Lutz’s computer so as to create a hostile work environment. Pictures of a sexual nature do not rise to the level of sexual harassment.

Section 2000e-2(a)(1) allows sexual harassment to satisfy the intentional discrimination element of a hostile work environment claim when a jury could find the employee would have been treated differently had she been male.

Anderson v. Deluxe Homes of PA, Inc. · filed 2001-03-09(a)(1)

Robbins has produced sufficient evidence of intentional discrimination because of her sex. ... A reasonable jury could find that had Robbins been male, she would not have been treated in the same manner.

Section 2000e-2(a)(1) requires harassment based on sex that is sufficiently severe or pervasive to create a hostile work environment.

Pollard v. City of Northwood · filed 2001-03-19(a)(1)

Using the above analysis, I find as a matter of law that, taking all of plaintiffs allegations as true, plaintiff has not established a hostile work environment.

Section 2000e-2(a)(1) prohibits a hostile work environment based on sex when the mistreatment, considered as a whole, is sufficiently severe or pervasive to alter working conditions.

Raniola v. Bratton · filed 2001-03-19(a)(1)

Based on the totality of the circumstances discussed below, we hold that the evidence was legally sufficient for a reasonable jury to find that Raniola was subjected to a hostile work environment because she was a woman.

Section 2000e-2(a) requires a race-based hostile work environment claimant to show intentional, pervasive and regular discrimination, a detrimental effect on the claimant and a reasonable person of the same race, and employer liability.

Hall v. Bell Atlantic Corp. · filed 2001-03-23(a)

To state a Title VII claim premised on a hostile work environment, plaintiff must show: (1) that he suffered intentional discrimination because of race; (2) the discrimination was pervasive and regular; (3) the discrimination detrimentally affected plaintiff; (4) the discrimination would detrimentally affect a reasonable person of the same race in that position; and (5) the existence of respondeat superior liability.

Section 2000e-2(a)(1) covers a sex-based hostile work environment when the conduct is severe or pervasive enough to create an objectively hostile or abusive workplace.

Gregory v. Daly · filed 2001-03-27(a)(1)

The phrase “terms, conditions, or privileges of employment” is broad enough to encompass, and render actionable, an employer’s requirement that an employee “work in a discriminatorily hostile or abusive environment,” so long as the discriminatory conduct at issue is “severe or pervasive enough to create an objectively hostile or abusive work environment.”

Sex-based harassment can violate § 2000e-2(a)(1) when it is pervasive and regular, and conduct over two months can meet that standard.

Endres v. Techneglas, Inc. · filed 2001-03-29(a)(1)

In order to be actionable, the discriminatory conduct must be pervasive and regular. ... In the instant case, we find that the plaintiff has provided sufficient proof, that if believed, will establish that the harassment was pervasive and regular.

Section 2000e-2(a)(1) requires harassment underlying a hostile work environment claim to be because of sex.

Howard-Ahmad v. Chicago School Reform Board of Trustees · filed 2001-03-30(a)(1)

These events in and of themselves do not implicate any negative attitudes toward females because they are not sexual in nature.

Section 2000e-2(a)(1) covers sex-based harassment that is severe or pervasive enough to create a hostile work environment.

Equal Employment Opportunity Commission v. R&r Ventures, D/B/A Taco Bell · filed 2001-04-02(a)(1)

We have no hesitation in concluding that Wheeler’s alleged conduct was so severe, especially when considered from his victims’ perspective, that it discriminatorily altered their working conditions.

A hostile work environment claim under § 2000e-2(a)(1) does not require actual physical harm when sexual harassment includes threats of harm.

Lee v. Glessing · filed 2001-04-19(a)(1)

While these remarks were not accompanied by actual physical harm, plaintiff need not endure threats of harm, such as rape, to sustain a hostile work environment claim.

Section 2000e-2(a)(1) makes sexual harassment actionable when it is severe or pervasive enough to alter employment conditions; an isolated incident must be extremely serious to meet that standard.

Clark County School District v. Breeden · filed 2001-04-23(a)(1)

Title VII forbids actions taken on the basis of sex that “discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment.” 42 U. S. C. § 2000e-2(a)(l). Just three Terms ago, we reiterated, what was plain from our previous decisions, that sexual harassment is actionable under Title VII only if it is “so ‘severe or pervasive’ as to ‘alter the conditions of [the victim’s] employment and create an abusive working environment.’” ... No reasonable person could have believed that the single incident recounted above violated Title VII’s standard.

Section 2000e-2(a)(1) prohibits unwelcome sex-based conduct that alters a term or condition of employment, including a hostile work environment.

Crowley v. L.L. Bean, Inc. · filed 2001-05-08(a)(1)

This includes unwelcome, sex-based conduct that alters a term or condition of employment — also referred to as a hostile work environment sexual harassment. ... In light of Juhl’s prior conduct, L.L. Bean’s knowledge of Juhl’s conduct, and L.L. Bean’s decision to permit Juhl in the same work area as Plaintiff, the June 23 incident constitutes an actionable incident of sexual harassment - within the limitations period.

Section 2000e-2 allows a national-origin hostile-work-environment claim to proceed when the employer’s challenge to its sufficiency depends on an unsuccessful timeliness argument.

Duc Ho v. Barber Foods · filed 2001-05-18

Barber Foods seeks summary judgment as to all of the plaintiffs’ claims on the grounds that (i) many of the alleged instances of harassment are time-barred; (ii) those claims that are not time-barred are insufficient as a matter of law to establish an actionable hostile work environment; (iii) the evidence is insufficient as a matter of law to establish unlawful discrimination with respect to Florendo’s job bids; and (iv) the evidence is insufficient as a matter of law to establish that Ho was constructively discharged. ... For the reasons set forth below, the first and fourth points ultimately are unpersuasive. The second point fails inasmuch as it hinges entirely on the success of the first.

Section 2000e-2(a)(1) requires workplace harassment to be sufficiently severe or pervasive to create an objectively hostile environment that the employee also finds abusive.

Wolf, John v. Northwest IN · filed 2001-05-21(a)(1)

We agree with the district court’s finding that the incidents of workplace harassment that Wolf alleges fail to rise to the level sufficient to come within the parameters of sexual harassment under Title VII.

Section 2000e-2(a)(1) does not support a hostile work environment claim based solely on hearsay about harassment of others when the plaintiff’s own working conditions were unaffected.

Leibovitz v. New York City Transit Authority, Joseph Hoffman and Monroe Easter · filed 2001-06-06(a)(1)

We hold that Title VII’s prohibition against hostile work environment discrimination affords no claim to a person who experiences it by hearsay.

Section 2000e-2(c)(1) permits a hostile work environment claim against a labor union for racial discrimination.

Dowd v. United Steelworkers · filed 2001-06-15(c)(1)

Thus the plain language of the statute suggests that unions may be liable for any discrimination, including a claim of hostile work environment.

Section 2000e-2(a)(1) requires workplace harassment to be objectively severe or pervasive enough to alter the conditions of employment.

O'DELL v. Trans World Entertainment Corp. · filed 2001-06-28(a)(1)

This conduct, however pervasive, was not sufficiently severe as to alter the conditions of her employment, particularly in light of the fact that Rosen was not O’Dell’s supervisor throughout the period of time during which he pursued her, and that plaintiff has not alleged any “inappropriate touching” or “a pattern of verbal abuse”.

Section 2000e-2(a)(1) covers sexual harassment that, considered as a whole, is severe or pervasive enough to alter the conditions of employment.

Carl v. Parmely · filed 2001-06-28(a)(1)

In considering the frequency of Parmely’s more innocuous sexual conduct, the three occasions on which he touched Carl, and the implicit threat that even remote surveillance carries with it, the Court concludes that Parmely’s conduct, when taken all together, could be sufficiently severe or pervasive to alter Carl’s terms and conditions of employment.

Section 2000e-2(a)(1) covers objectively hostile work environments created by sufficiently severe or pervasive harassment because of race or religion.

Shanoff, Kenneth M. v. State of Illinois · filed 2001-07-25(a)(1)

Thus, Shanoff has presented sufficient facts to enable a reasonable jury to conclude that Riperton-Lewis’s harassment created an objectively hostile work environment.

Section 2000e-2(a)(1) allows a hostile work environment claim when pervasive sex-based treatment makes the workplace subjectively and objectively harassing.

Haugerud, Faye v. Amery School Dist · filed 2001-08-02(a)(1)

Nonetheless, we conclude that a reasonable fact finder could find that plaintiff was treated differently than her male colleagues because of her sex, in a manner that was both subjectively and objectively harassing, and at a sufficient level of pervasiveness to trigger liability under Title VII.

Section 2000e-2(a)(1) permits a religious hostile work environment claim under the framework used for other protected traits.

Abramson v. William Paterson College of New Jersey · filed 2001-08-03(a)(1)

Therefore, we apply the well-established framework for hostile work environment claims with respect to other protected categories to our analysis of a hostile work environment claim made on account of religion.

Section 2000e-2(a)(1) allows a hostile work environment claim to proceed when evidence of discriminatory remarks and workplace harassment creates a genuine factual dispute.

Tolani v. Upper Southampton Township · filed 2001-08-09(a)(1)

Reviewing the evidence in the light most favorable to Plaintiff and resolving all reasonable inferences in his favor, the Court finds that he has presented sufficient evidence to raise a genuine issue of material fact. Accordingly, Defendant’s Motion for Summary Judgment on Plaintiffs hostile work environment claim will be denied.

Section 2000e-2(a)(1) covers sexual harassment that is severe or pervasive enough to create a hostile work environment, assessed under the totality of the circumstances.

Equal Employment Opportunity Commission v. Dial Corp. · filed 2001-08-14(a)(1)

In determining whether the alleged sexual harassment is severe or pervasive enough to constitute a hostile work environment, courts must consider the “totality of the circumstances.”

Section 2000e-2(a)(1) prohibits race-based harassment that is sufficiently severe or pervasive to create a hostile work environment.

Richard v. Bell Atlantic Corp. · filed 2001-09-07(a)(1)

In light of the fact that only the most recent of her hostile work environment allegations survives the statute of limitations, the court concludes that the plaintiff cannot demonstrate, as a matter of law, that the harassment she allegedly suffered was “sufficiently severe or pervasive” to amount to a hostile work environment.

Section 2000e-2(a)(1) requires harassment underlying a hostile work environment claim to be based on the employee’s sex.

Clements v. North American Stainless · filed 2001-09-11(a)(1)

Clements cannot succeed in her claim of hostile work environment sexual harassment because she has not shown that the alleged harassment occurred because of her gender.

Section 2000e-2(a)(1) permits a hostile work environment claim based on a single, sufficiently severe incident of sexual harassment during work.

Little v. Windermere Relocation, Inc., a Washington Corporation · filed 2001-09-12(a)(1)

Rape is unquestionably among the most severe forms of sexual harassment. Being raped by a business associate, while on the job, irrevocably alters the conditions of the victim’s work environment.

Section 2000e-2(a)(1) requires evidence of race-based harassment severe enough to be actionable for a hostile work environment claim.

Bone v. Hadco Corp., et al. · filed 2001-10-23(a)(1)

Based on the summary judgment record, Bone has failed to show a trialworthy issue as to whether Hadco created or permitted a race-based hostile work environment.

Section 2000e-2(a)(1) supports a hostile work environment claim when sex-based harassment is severe or pervasive enough to alter working conditions.

Glover v. Oppleman · filed 2001-11-02(a)(1)

A reasonable jury could find that the defendants maintained a hostile work environment.

Section 2000e-2(a) prohibits workplace sexual harassment when it is based on sex and sufficiently severe or pervasive to affect a term or condition of employment.

Colon v. Environmental Technologies, Inc. · filed 2001-11-06(a)

For the foregoing reasons, the Court finds that the harassment complained of was either not based on Plaintiffs gender or, if so, was not sufficiently severe and pervasive to affect a term, condition or privilege of Plaintiffs employment.

Section 2000e-2(a)(1) requires evidence that alleged sex-based harassment altered a term, condition, or privilege of employment.

Busby v. Kramer · filed 2001-11-09(a)(1)

The district court did not err in deciding that this did not amount to sexual discrimination, as it cannot be reasonably understood to alter a “term, condition, or privilege of employment within the meaning of Title VII.”

Section 2000e-2(a)(1) requires courts assessing a racially hostile work environment to consider both hostility directed at the employees and the general workplace atmosphere.

McCowan v. All Star Maintenance, Inc. · filed 2001-11-30(a)(1)

Accordingly, when we examine the context of this Title VII claim, we look at both specific hostility targeting Plaintiffs as well as the general work atmosphere.

Section 2000e-2(a)(1) requires conduct to create a discriminatory work environment to support a sexual harassment claim.

Park v. Radio Free Asia · filed 2001-12-03(a)(1)

Park argues that Ahn discriminated against her on the basis of sex, in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2(a)(l). Viewing the facts in the light most favorable to plaintiff, we conclude that the conduct she describes did not create a discriminatory work environment under the standards established by the Supreme Court.

Section 2000e-2(a)(1) prohibits national origin harassment that is severe or pervasive enough to alter the conditions of employment.

Rodriguez v. America Online, Inc. · filed 2001-12-04(a)(1)

The totality of the circumstances surrounding the statements of Robertson, Wallace and the co-workers is insufficient to constitute a hostile work environment.

Section 2000e-2(a)(1) requires racial harassment to be sufficiently severe or pervasive to create an actionable hostile work environment.

Taylor v. Virginia Department of Corrections · filed 2001-12-17(a)(1)

Therefore as a matter of law Plain tiffs complaints taken as true for pur poses of the motion cannot constitute a hostile work environment sufficient to sus tain a Title VII action.

Section 2000e-2(a)(1) treats sexual harassment that creates an abusive working environment as affecting a condition of employment without separate proof of a tangible job loss.

McElroy v. State · filed 2001-12-19(a)(1)

Thus, when an employee is exposed to sexual harassment that is so severe or pervasive that it creates an abusive working environment, the sexual harassment necessarily affects a condition of employment. The conditions of employment are altered by the existence of the hostile working environment.

A hostile work environment claim requires conduct related to the employee’s sex.

Mayberry v. Conoco Inc · filed 2001-12-28(a)(1)

For an activity (or set of activities) to create a hostile work environment, the activity must be related to the sex of the employee.

Section 2000e-2(a)(1) permits an employer to be held liable for a hostile work environment created by a coworker when the employer knew or should have known of the harassment and failed to take prompt remedial action.

Miller v. Kenworth of Dothan, Inc. · filed 2002-01-02(a)(1)

Where the perpetrator of the harassment is merely a co-employee of the victim, the employer will be held directly liable if it knew or should have known of the harassing conduct but failed to take prompt remedial action. ... It was thus reasonable for the jury to conclude that Kenworth was directly liable for the hostile work environment it should reasonably have known of, yet failed to remedy.

Section 2000e-2(a)(1) requires workplace hostility to be based on a protected characteristic to support a hostile work environment claim.

Patton v. Indianapolis Public School Board · filed 2002-01-04(a)(1)

As long as the hostility was not based on a protected characteristic, Title VII is not implicated.

A hostile environment claim under § 2000e-2(a)(1) requires the employee to have perceived the harassment during employment as severe or pervasive enough to alter working conditions.

Turner v. Housing Authority of Jefferson County · filed 2002-01-23(a)(1)

This Court finds that the evidence offered by the Plaintiff does not support a claim under Title VII or Section 1981 for hostile environment discrimination. Turner could not have subjectively perceived Gibbons’ comments as severe or pervasive so as to alter the conditions of employment when Turner did not learn about the comments until after his employment ended.

Section 2000e-2(a)(1) permits a hostile work environment claim based on an employer’s reaction to a single serious episode of sexual harassment.

Little v. Windermere Relocation, Inc., a Washington Corporation · filed 2002-01-23(a)(1)

Thus, the employer’s reaction to a single serious episode may form the basis for a hostile work environment claim.

A single racial epithet by a supervisor did not establish a hostile work environment because it was not sufficiently frequent or pervasive.

Daso v. GRAFTON SCHOOL, INC. · filed 2002-01-24(a)(1)

Although the language allegedly used by Lore to his subordinates, if true, is despicable and rises above the level of mere utterances, a single incident is not sufficiently frequent or pervasive so as to create a hostile work environment.

For a hostile work environment claim under § 2000e-2(a)(1), incidents unknown to the employee cannot establish that she perceived the workplace as hostile.

Sonpon v. Grafton School, Inc. · filed 2002-01-24(a)(1)

Events which occurred without the knowledge of Plaintiff could not have contributed to her perception that the workplace was hostile. Therefore, timeline events not involving Plaintiff are not evidence which support her hostile work environment claim.

Section 2000e-2(a)(1) requires racial harassment to be severe or pervasive enough to create an objectively hostile work environment.

Nicole v. Grafton School, Inc. · filed 2002-01-24(a)(1)

Although the language allegedly used by Lore to and in reference to his subordinates, if true, is offensive, it is insufficient to establish a hostile work environment because it is not sufficiently pervasive.

Section 2000e-2(a)(1) allows a hostile work environment claim based on a single incident severe enough to alter the conditions of employment.

Yerry v. Pizza Hut of Southeast Kansas · filed 2002-02-06(a)(1)

In viewing the totality of the circumstances, it is held that a reasonable jury could find that the incident with defendant White was severe enough to constitute a hostile work environment.

Section 2000e-2(a)(1) does not make occasional abusive language an actionable sex-based hostile work environment.

Villarruel v. Gary Community School Corp. · filed 2002-02-14(a)(1)

Rather, the occasional use of abusive language—which is the extent of Villarruel’s hostile environment claim—does not constitute harassment in violation of Title VII.

Section 2000e-2 requires sexual harassment to be severe or pervasive enough to create a hostile work environment.

Vandevander v. Voorhaar · filed 2002-02-20

The district court properly concluded Vandevander failed to show sexual harass- ment severe enough to constitute a hostile work environment.

Section 2000e-2 allows a hostile work environment sexual harassment claim to proceed when severe and threatening conduct creates a genuine dispute about whether the workplace was abusive.

Rogers v. City County Health Department · filed 2002-02-20

Construing the factual record and all inferences therefrom in favor of plaintiff, we disagree with the district court’s analysis and we hold that defendant Harris’s conduct was sufficiently severe and threatening so as to create a genuine issue of material fact for trial concerning whether plaintiff was subjected to a hostile work environment.

Section 2000e-2(a)(1) covers sexual harassment severe or pervasive enough to alter employment conditions; daily vulgar and humiliating comments can make that question one for a jury.

Anderson v. G.D.C., Inc. · filed 2002-02-25(a)(1)

The evidence was unquestionably sufficient to submit Anderson’s hostile environment claim to the jury. Anderson was subjected, on a daily basis, to verbal assaults of the most vulgar and humiliating sort. Such evidence suffices to create a jury question regarding whether the harassing conduct was sufficiently severe or pervasive to alter the terms and conditions of employment.

Section 2000e-2(a)(1) covers sexual harassment that is severe or pervasive enough to alter the conditions of employment and create an abusive work environment.

Anderson v. G.D.C. · filed 2002-02-25(a)(1)

The evidence was unquestionably sufficient to submit Anderson's hostile environment claim to the jury. Anderson was subjected, on a daily basis, to verbal assaults of the most vulgar and humiliating sort. Such evidence suffices to create a jury question regarding whether the harassing conduct was sufficiently severe or pervasive to alter the terms and conditions of employment.

Section 2000e-2(a)(1) prohibits a racially hostile work environment, but a plaintiff needs sufficient evidence of discriminatory conduct to survive summary judgment.

Richard v. Bell Atlantic Corp. · filed 2002-02-27(a)(1)

Title VII prohibits an employer from creating or condoning a discriminatorily hostile or abusive work environment. ... In this case, the plaintiff has failed to present sufficient evidence of a hostile work environment to survive summary judgment.

Section 2000e-2(a)(1) covers racial harassment that creates a hostile work environment when the harassment is sufficiently severe or pervasive to alter the conditions of employment.

Hightower v. Roman, Inc. · filed 2002-03-06(a)(1)

Thus, the Court concludes that Plaintiffs have provided sufficient evidence of an actionable hostile work environment to survive summary judgment.

Repeated unwanted touching and sexual comments can support a hostile work environment claim when they raise a genuine factual dispute over whether severe or pervasive harassment altered employment conditions.

Smith v. Auburn University · filed 2002-03-18(a)(1)

Accordingly, the court is satisfied that Smith has raised a genuine issue of material fact as to whether she was subjected to severe and pervasive harassment of such a degree so as to alter the terms and conditions of her workplace.

A hostile work environment claim under § 2000e-2(a)(1) requires evidence that the harassment occurred because of sex.

English v. Pohanka of Chantilly, Inc. · filed 2002-03-20(a)(1)

For the reasons set forth below, Defendants’ motion for summary judgment on English’s Title VII claim is granted because English does not provide sufficient evidence to satisfy the essential element of “because of sex.”

Section 2000e-2(a)(1) permits racial and sexual hostile work environment claims against a covered employer.

Marvelli v. Chaps Community Health Center · filed 2002-03-27(a)(1)

Therefore, the only federal hostile work environment claims that plaintiffs may proceed on are a racial hostile work environment claim against Huie, Appel, and CHAPS under § 1981; and both a racial and sexual hostile work environment claim against SIUH under § 1981 and Title VII.

Section 2000e-2(a)(1) permits a hostile work environment claim when harassment based on race, religion, or national origin is severe or pervasive enough to alter employment conditions.

Hammad v. Bombardier Learjet, Inc. · filed 2002-03-29(a)(1)

Applying the foregoing framework to the numerous instances of alleged harassment discussed in more detail below, the court concludes that plaintiff has stated a prima facie case of hostile work environment harassment.

Section 2000e-2(a)(1) does not make workplace hostility actionable as sex discrimination without evidence that the treatment was motivated by sex.

Graziano v. New York State Police · filed 2002-04-26(a)(1)

But, however malicious and contemptible such conduct might be, if it was not gender-motivated, it would not give rise to an action against their employer under Title VII, without which there is no basis for federal jurisdiction.

Section 2000e-2(a)(1) permits a hostile work environment claim when unwelcome sexual conduct is sufficiently severe or pervasive to alter employment conditions.

Woods v. Champion Chevrolet · filed 2002-05-02(a)(1)

Based on Woods’ testimony, genuine issues of material fact exist concerning whether or not the alleged harassment was sufficiently severe and pervasive to constitute a hostile work environment.

Section 2000e-2(a)(1) covers pregnancy-based hostile work environment claims, and a complaint need not set out all the evidence that will support the claim.

Gorski v. New Hampshire Department of Corrections · filed 2002-05-24(a)(1)

Gorski’s complaint adequately pled a cause of action for employment discrimination by reason of an abusive or hostile work environment.

Section 2000e-2(a)(1) prohibits sex discrimination in employment, including harassment sufficiently severe or pervasive to create a hostile work environment.

Williams v. Russell Corp. · filed 2002-07-08(a)(1)

Williams has failed to establish a prima-facie case under this test, because the restroom incident about which she complains can only arguably be termed “harassment,” and is in no way sufficiently severe or pervasive to warrant a finding of a hostile environment.

Section 2000e-2(a)(1) requires sexual harassment to be severe or pervasive enough to alter a term, condition, or privilege of employment.

Duncan v. General Motors Corp. · filed 2002-08-22(a)(1)

We agree, however, with GMC's assertion that the alleged harassment was not so severe or pervasive as to alter a term, condition, or privilege of Duncan's employment.

Section 2000e-2(a)(1) requires unwelcome conduct for a sexual harassment claim based on a hostile work environment.

Paraohao v. Bankers Club, Inc. · filed 2002-08-28(a)(1)

Thus, while plaintiff may have been insulted by Alvarez’s sexual comments and conduct in the office, the record establishes her willing participation in many personal activities with Alvarez, including sexual activity, throughout her employment at the Bankers Club, so that no reasonable jury could find that his in-office behavior was “unwelcome” for Title VII purposes.

A race-based hostile work environment claim requires severe or pervasive harassment affecting employment conditions and an employer that knew or should have known about it but failed to respond adequately.

Woodland v. Ryerson · filed 2002-09-11(a)(1)

A claim of hostile work environment based on co-worker harassment requires proof that Woodland was the target of severe or pervasive harassment on account of his race; that the harassment affected a term, condition, or privilege of his employment; and that Ryerson knew or should have known of the racial harassment and failed to take adequate remedial measures.

Section 2000e-2(a)(1) covers sex-based harassment that creates a hostile work environment, even without a loss of pay or other economic benefit.

McDaniel v. Fulton County School District · filed 2002-09-13(a)(1)

Sexual harassment may violate Title VII when the harassment creates a hostile or offensive working environment, even if it does not directly affect compensation or other economic benefits of employment.

Section 2000e-2(a)(1) permits evidence of harassment across the period of a hostile work environment to be considered when determining Title VII liability.

Crowley v. L.L. Bean, Inc. · filed 2002-09-19(a)(1)

But the jury's determination that L.L. Bean was not liable for maintaining a hostile work environment under the state statute based solely on incidents that occurred on or after June 22 does not mean that the jury was -- and, therefore, this court is -- precluded from considering any evidence relating to Juhl's post-June 22 conduct when determining L.L. Bean's liability under Title VII.

Section 2000e-2(a)(1) permits a hostile work environment claim when unwelcome conduct based on sex is severe or pervasive enough to alter working conditions and is attributable to the employer.

Ocheltree v. Scollon Productions · filed 2002-10-10(a)(1)

To establish sexual harassment based upon a hostile or abusive work environment, a plaintiff is required to prove four ele- ments: "(1) the subject conduct was unwelcome; (2) it was based on the sex of the plaintiff; (3) it was sufficiently severe or pervasive to alter the plaintiff's conditions of employment and to create an abusive work environment; and (4) it was imputable on some factual basis to the employer." Spicer v. Virginia, 66 F.3d 705, 710 (4th Cir. 1995) (en banc); Brown v. Perry, 184 F.3d 388, 393 (4th Cir. 1999).

Section 2000e-2(a)(1) covers sex-based harassment that is sufficiently severe or pervasive to create a hostile work environment.

Munroe v. Compaq Computer · filed 2002-10-18(a)(1)

Whether the conduct that Munroe was subjected to was or at some point over the course of her employment became sufficiently severe or pervasive to support a Title VII harassment claim is best reserved for trial.

Nonsexual conduct can support a hostile work environment claim only if the employee would not have been harassed but for their sex.

Fortner v. Ameritech Corp. · filed 2002-10-21(a)(1)

While nonsexual conduct can be considered when analyzing a sexual harassment claim, such conduct can be considered only “where it can be shown that but for the employee’s sex, he would not have been the object of harassment.”

Evidence that alleged harassment was based on sex can create a triable issue in a hostile work environment claim.

Schmerr v. United States · filed 2002-11-20(a)(1)

This Court finds that plaintiff produced sufficient evidence to establish material issues of fact on whether the alleged harassment of plaintiff was based on sex.

Section 2000e-2(a)(1) covers sexual harassment when it is severe or pervasive enough to alter the conditions of employment.

Paquin v. MBNA Marketing Systems, Inc. · filed 2002-11-22(a)(1)

Even assuming Plaintiffs claim is not time-barred, Plaintiff fails to allege facts severe or pervasive enough to constitute actionable hostile work environment sexual harassment.

Section 2000e-2(a) requires coworker conduct to be severe or pervasive enough to alter employment conditions and create an abusive working environment.

Mouton v. Las Vegas Clark County Library District · filed 2002-11-26(a)

Insofar as Mouton’s action is based upon activities of co-worker Mark Thibodeau, she has not spelled out a prima facie case because, based on the most favorable view of the evidence, those activities were not severe or pervasive enough to alter the conditions of her employment and create an abusive working environment.

Section 2000e-2(a)(1) requires racial harassment to be sufficiently severe or pervasive to alter the conditions of employment; a race-related comment that is neither taunting nor intimidating does not meet the severity requirement.

Lawrence v. Wal-Mart Stores, Inc. · filed 2002-12-02(a)(1)

The comment warning Plaintiff about the police in Port Orange is race-related but not severe, as no reasonable person would conclude that Dixon was taunting or intimidating Plaintiff just by commenting on a former employee’s experience in that town.

Section 2000e-2(a)(1) allows a racially hostile work environment claim when discriminatory harassment is severe or pervasive enough to alter a condition of employment.

Bowen v. Missouri Department of Social Services · filed 2002-12-02(a)(1)

We conclude Bowen produced sufficient evidence for a jury to consider whether, under all of the facts, Lee’s progressively hostile conduct was sufficiently severe to alter a condition of Bowen’s employment and create a hostile work environment.

Section 2000e-2(a)(1) covers gender-based harassment sufficiently severe and pervasive to alter the conditions of employment.

Jones v. Rent-A-Center, Inc. · filed 2002-12-03(a)(1)

Construing the facts in the light most favorable to the plaintiff, the court believes plaintiff has set forth sufficient evidence to demonstrate incidents that a reasonable jury could find constitute gender-based harassment that was sufficiently severe and pervasive to alter the terms and conditions of plaintiffs employment.

Section 2000e-2(a) applies the same severe or pervasive standard to hostile work environment claims based on national origin as to those based on race or sex.

Martinez v. Cole Sewell Corp. · filed 2002-12-06(a)

This court can find no reasoned basis for applying a different standard to a claim of a hostile environment based on national origin where the statutory basis for all of the harassment claims refers to discrimination on the basis of race, sex, and national origin without distinction.

Section 2000e-2(a)(1) covers sex-based harassment that is severe or pervasive enough to create an abusive work environment.

Quintero v. Caribe G.E. Power Breakers, Inc. · filed 2002-12-09(a)(1)

The protection against discrimination in employment based on sex provided by Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e—2(a)(1) has been expanded to areas beyond strictly “economic” and “tangible discrimination” to situations where “sexual harassment is so severe or pervasive as to alter the condition of the victim’s employment and create an abusive working environment.” ... These remarks and gesticulations are patently vulgar and offensive and if proven easily meet the severe and pervasive criteria necessary for a hostile environment claim.

A racially hostile work environment claim requires harassment that is either severe or pervasive; it need not be both.

Bowen v. MO Dept. of Social · filed 2002-12-02(a)(1)

A claimant need only establish discriminatory conduct which is either pervasive or severe.

Section 2000e-2(a) prohibits sex-based harassment severe or pervasive enough to alter the conditions of employment.

Lansdale v. Hi-Health Supermarket Corp. · filed 2002-12-19(a)

From the evidence submitted, the jury could, indeed, determine that Chalpiris repeated statements were severe and pervasive enough to alter the conditions of Lansdale’s employment and render the environment hostile and abusive.

Section 2000e-2(a)(1) requires harassment to be based on sex and sufficiently severe or pervasive to alter employment conditions for a hostile work environment claim.

Erenberg v. Methodist Hospital · filed 2003-01-03(a)(1)

This Court concludes as a matter of law that Erenberg did not show a sexually harassing hostile environment sufficiently severe or pervasive so as to alter the conditions of her employment.

Section 2000e-2(a)(1) applies the same hostile work environment test to religious harassment as to harassment based on other protected characteristics.

Tillery v. ATSI, INC. · filed 2003-01-15(a)(1)

While the Eleventh Circuit apparently has not addressed a hostile work environment claim based on a plaintiffs religion, this court finds that the test applied to hostile work environment claims based on other prohibited characteristics (e.g., sex, race, or national origin) is equally applicable to the assessment of a religiously-hostile work environment claim.

Section 2000e-2(a)(1) requires a hostile work environment claim to show harassment based on sex that is sufficiently severe or pervasive.

Mast v. Imco Recycling of Ohio, Inc. · filed 2003-02-03(a)(1)

We agree, therefore, with the district court that Plaintiff has not created a genuine issue of material fact with respect to showing either that the incidents complained of were based on sex or that, even if some or all of them were, that they were sufficiently “severe or pervasive” to establish an objectively hostile work environment.

A hostile work environment claim requires a work environment that is hostile from the standpoint of a reasonable person.

Suders v. Easton · filed 2003-04-16(a)(1)

And the fourth factor injects a requirement of objectivity: it ensures that employers are held liable only when the work environment is hostile from the standpoint of a reasonable person.

Section 2000e-2(a)(1) covers racial or sexual harassment that creates an intimidating, hostile, or abusive work environment.

Hargrave v. County of Atlantic · filed 2003-05-12(a)(1)

Indeed, it is by now well-established that a plaintiff can demonstrate a violation of Title VII through proof that racial harassment or unwelcome sexual conduct or comments have unreasonably interfered with his or her job performance or led to the creation of an intimidating, hostile, or abusive work environment.

Section 2000e-2(a)(1) requires evidence linking alleged workplace harassment to the employee’s race to sustain a racially hostile work environment claim.

Tademe v. St. Cloud State · filed 2003-05-15(a)(1)

Although Tademe claims that SCSU opposed his hiring, objected to his salary, had his salary lowered, threatened him, and had him arrested, he presents no persuasive evidence that SCSU took those actions for racially discriminatory reasons.

Section 2000e-2 makes an employer liable for a sexually hostile work environment when it knows of the harassment and fails to take prompt remedial action.

Hare v. H&R Industries, Inc. · filed 2003-05-22

As discussed above, Harry Schmidt, Jones, and Wolfgang knew that H & R employees sexually harassed Hare, and the District Court did not err in holding that the single, ineffective instruction to the employees to desist from this conduct fails to qualify as “prompt remedial action” such that it will save the company from liability.

Section 2000e-2(a)(1) requires harassment to be severe enough to alter the terms or conditions of employment.

Twisdale, James B. v. Snow, John W. · filed 2003-04-10(a)(1)

That claim fails too, because the harassment of which he complains was not severe enough to have altered the terms or conditions of his employment.

An employer may be liable for racial harassment by coworkers when it knew or should have known of an unwelcome, abusive work environment and failed to take appropriate corrective action.

Garcez v. Freightliner Corp. · filed 2003-06-26(a)(1)

Because there is evidence that plaintiff was subjected to an unwelcome and abusive work environment based on race and that defendant knew or should have known about it but failed to take appropriate corrective action, the trial court erred in granting defendant’s motion for a directed verdict on plaintiffs hostile work environment claim under federal law.

Section 2000e-2(a)(1) treats sexually charged conduct that creates an abusive work environment as an unlawful employment practice.

Mulvihill v. Top-Flite Golf Co. · filed 2003-07-02(a)(1)

Following this logic, it is evident that when sexually charged innuendo contaminates a workplace and creates an abusive environment, Title VII is violated — and the violation constitutes an unlawful employment practice.

Section 2000e-2(a)(1) covers workplace harassment aimed at making an employee uncomfortable because of her sex, even when other employees also witness the conduct.

Ocheltree v. Scollon Productions · filed 2003-07-18(a)(1)

We conclude that the jury's "because of sex" finding is easily sustained. A reasonable jury could find that much of the sex-laden and sexist talk and conduct in the production shop was aimed at Ocheltree because of her sex — specifically, that the men behaved as they did to make her uncomfortable and self-conscious as the only woman in the workplace.

Section 2000e-2 requires evidence connecting alleged hostile workplace conduct to race or sex.

Harris v. Ashcroft · filed 2003-08-29

The problem is that while no doubt hurtful (particularly to someone battling depression), the events cited by Harris have no obvious relationship to her race or sex or (with respect to her retaliation claim) her membership on the Segar Committee.

Section 2000e-2(a)(1) covers sex-based harassment that is severe or pervasive enough to create a hostile work environment.

Richardson v. Pepsi-Cola General Bottlers, Inc. · filed 2003-09-11(a)(1)

Rather, a hostile work environment claim actionable under Title VII requires a plaintiff to show that she was subjected to unwelcome conduct on account of her sex that was so severe and pervasive as to alter the conditions of her employment and create a hostile working environment. ... Taken as a whole, the behaviors alleged by Richardson are simply not severe or pervasive enough to support a hostile work environment claim.

A hostile work environment claim under § 2000e-2(a)(1) requires harassment severe or pervasive enough to alter the terms and conditions of employment.

Hockman v. Westward Communications, L.L.C. · filed 2003-09-18(a)(1)

Even when a hostile environment is shown, the plaintiff must establish that the workplace environment had the effect of altering the terms and conditions of her employment. ... No where does Plaintiff provide this evidence. To the contrary, the evidence shows that Plaintiff competently discharged her duties even during the time of the alleged harassment. Accordingly, the Court finds that Plaintiff fails to meet her burden on this element as a matter of law.

Section 2000e-2(a)(1) requires a hostile work environment to discriminate because of sex; conduct experienced equally by male and female employees does not satisfy that requirement.

Garcia v. v. Suarez & Co. · filed 2003-09-30(a)(1)

Because Plaintiff experienced a work environment identical to other female employees, the Court can only conclude that the actions of the V. Suarez employees were not discriminatory and fail to substantiate a Title VII hostile work environment claim.

Section 2000e-2(a)(1) reaches same-sex workplace harassment when the conduct is sufficiently severe or pervasive to create an objectively hostile work environment.

Mann v. Lima · filed 2003-10-10(a)(1)

Having surveyed a sampling of cases which fall along the spectrum of allegedly harassing behavior, motivated by sexual desire, by women against other women, this Court finds that the Plaintiffs allegations are minor league, and insufficient to demonstrate that the complained-of acts were sufficiently severe or pervasive to withstand summary disposition.

Section 2000e-2(a)(1) requires sexual harassment to create a working environment that is both objectively and subjectively offensive to support a hostile work environment claim.

Beaver v. Montana Department of Natural Resources & Conservation · filed 2003-10-14(a)(1)

To be sufficiently severe or pervasive to violate Title VII and establish a claim, the misconduct must create a working environment which is both objectively and subjectively offensive.

Section 2000e-2(a)(1) covers sexual harassment only when it affects a term, condition, or privilege of employment.

Walton v. Johnson & Johnson Services, Inc. · filed 2003-10-20(a)(1)

Not all forms of conduct that may be described as “harassment,” however, affect a “term, condition, or privilege” of employment within the meaning of Title VII.

Section 2000e-2 permits employer liability for coworker harassment when the employer knew or should have known of it and failed to take effective action.

Lowe v. Unifi, Inc. · filed 2003-10-28(a)(1)

Both theories represent valid means of imputing Title VII liability to an employer in sexual and racial harassment cases involving a hostile work environment. However, Plaintiff has failed to produce sufficient evidence to survive summary judgment under either theory of liability.

Section 2000e-2(a)(1) prohibits racially motivated conduct that is severe or pervasive enough to create an objectively hostile work environment that the employee finds abusive.

Hendricks v. Illinois Department of Human Services · filed 2003-11-03(a)(1)

Under Title VII, a hostile work environment exists when racially-motivated conduct is so severe or pervasive that it is objectively hostile and the victim herself finds it abusive.

Section 2000e-2(a)(1) prohibits sex discrimination that creates a hostile working environment.

Hudson v. M.S. Carriers, Inc. · filed 2003-11-07(a)(1)

A plaintiff may establish a violation of Title VII, as Hudson seeks to do here, by showing that the alleged discrimination based on sex created a hostile working environment.

A hostile work environment may be based on sex even when the harasser mistreats both men and women, if women face worse employment conditions.

St. Romain v. STATE, THROUGH DWF · filed 2003-11-12(a)(1)

Thus, we find the fact that Soniat was offensive and boorish to members of both sexes is not dispositive of the issue of whether the harassment was based on sex.

Section 2000e-2 permits a hostile work environment claim based on sexual harassment when the evidence supports a jury’s finding.

Eich v. Bd. of Regents · filed 2003-12-04

The remittitur reflects the trial judge’s erroneous view that there was no evidence of sexual harassment. We find this was an abuse of discretion.

Section 2000e-2(a)(1) permits a hostile work environment claim when sex-based harassment creates an objectively hostile work environment.

Robinson, Melissa v. Sappington, Warren A · filed 2003-12-09(a)(1)

The third prong of the prima facie ... case requires both a subjective and objective inquiry, compelling the court to ask whether a reasonable person would find the environment hostile.

Section 2000e-2(a)(1) requires gender-based harassment that makes the work environment sufficiently severe or pervasive to support a hostile work environment claim.

Gomes v. Prime Design, Inc. · filed 2003-12-16(a)(1)

Under Title VII, 42 U.S.C. § 2000e-2(a)(l) 2002, in order to prevail, the plaintiff must establish sexual harassment resulting from a hostile work environment - an environment that is “seriously and pervasively hostile” due to gender-based harassment.

Section 2000e-2(a)(1) allows a hostile work environment claim based on sex-based harassment; a complaint need not prove the claim to survive a motion to dismiss.

Miller v. Washington Workplace, Inc. · filed 2004-01-08(a)(1)

When the allegations of the complaint are viewed in the light most favorable to Plaintiff, Defendants’ alleged conduct could give rise to a cognizable hostile environment claim.

Section 2000e-2(a)(1) covers racial harassment sufficiently severe or pervasive to create a hostile work environment.

Hurde v. Jobs Plus-Med · filed 2004-01-14(a)(1)

Taken as a whole, the Court finds that the facts set forth above are sufficiently pervasive to create an objectively hostile work environment.

Section 2000e-2(a) requires a hostile work environment claim to involve unwelcome sex-based harassment severe or pervasive enough to alter a term, condition, or privilege of employment.

Joens v. John Morrell & Co. · filed 2004-01-14(a)

To establish a hostile work environment claim, Joens must show that she was subjected to unwelcome sex-based harassment that was sufficiently severe or pervasive to alter a term, condition, or privilege of her employment.

Section 2000e-2(a)(1) covers sex-based harassment that creates an objectively hostile work environment.

Robinson v. Sappington · filed 2004-01-20(a)(1)

Consequently, we believe that the district court erred in holding that a reasonable jury could not conclude that this conduct created an objectively hostile work environment.

Section 2000e-2 covers hostile work environment sexual harassment supported by evidence of repeated sexual touching and comments.

Eich v. Board of Regents for Central Missouri State University, Department of Public Safety · filed 2004-01-26

The remittitur reflects the trial judge's erroneous view that there was no evidence of sexual harassment. We find this was an abuse of discretion.

Section 2000e-2(a)(1) permits a hostile work environment claim when sex-based discrimination is pervasive and regular and the employer is liable for it.

Trunzo v. Ass'n of Property Owners of Hideout, Inc. · filed 2004-02-03(a)(1)

We agree with the District Court that, even if a jury could conclude that Trunzo has suffered intentional discrimination because of her sex, she has not presented sufficient evidence for a jury to conclude that the discrimination was pervasive and regular, or that respondeat superior liability existed.

Section 2000e-2(a)(1) requires race-based harassment to be sufficiently severe or pervasive to alter employment conditions for a hostile work environment claim.

Paris v. Arc/Davidson County, Inc. · filed 2004-02-25(a)(1)

In the instant case, Plaintiff must establish four elements to support her hostile work environment claim: (1) she was subjected to unwelcome harassment; (2) the harassment was based on race; (3) the harassment was sufficiently severe or pervasive to alter the conditions of her employment and created an abusive working environment; and (4) some basis exists for imposing liability on the employer.

Section 2000e-2(a)(1) permits a hostile work environment claim when harassment is sufficiently severe or pervasive to alter the conditions of employment.

Quiñones v. Puerto Rico Hospital Supply, Inc. · filed 2004-03-04(a)(1)

In reviewing the entire record, we find no genuine issue of material fact suggesting Defendant’s employees created a hostile work environment. Although Plaintiff may have found his workplace unpleasant at times, we find that the indignities he suffered were episodic and ambiguous and thus not sufficiently severe or pervasive to alter the conditions of his employment.

Section 2000e-2(a)(1) requires courts assessing a racially hostile workplace to use the perspective of a reasonable person belonging to the plaintiff’s racial or ethnic group.

McGinest v. Gte Service Corp. Mike Biggs · filed 2004-03-11(a)(1)

We now state explicitly what was clear from our holding in Ellison, that allegations of a racially hostile workplace must be assessed from the perspective of a reasonable person belonging to the racial or ethnic group of the plaintiff.

Section 2000e-2(a)(1) requires coworker sexual harassment to create an objectively severe and pervasive hostile work environment.

Harvill v. Westward Communications, LLC · filed 2004-03-25(a)(1)

The Court finds that HarviU’s allegations fail to constitute an objectively severe and pervasive hostile work environment.

Section 2000e-2(a)(1) requires harassment to be sufficiently severe or pervasive to alter employment conditions for a hostile work environment claim.

Mormol v. Costco Wholesale Corporation, John Ziermann · filed 2004-04-06(a)(1)

We conclude that the incidents alleged by plaintiff — her communications with Ziermann on December 27, 1999 and January 22, 2000, and the “write-up” she received on January 23 — were not sufficiently severe or pervasive to create a hostile work environment.

Section 2000e-2(a)(1) permits employer liability for coworker harassment when the employer negligently fails to discover or remedy it.

Cooper-Schut v. Visteon Automotive Systems · filed 2004-04-16(a)(1)

Although the incidents Cooper-Schut experienced at Visteon may have been “severe or pervasive” enough to rise to an actionable level, there is no basis for employer liability; Visteon responded reasonably on the few occasions when Cooper-Schut alerted it to workplace hostilities that violated Title VII.

Section 2000e-2(a)(1) requires workplace harassment to be objectively severe or pervasive enough to alter the conditions of employment.

Leslie v. Hy-Vee Foods, Inc. · filed 2004-04-28(a)(1)

Koll's actions although admittedly boorish and ill-advised did not create an objectively hostile workplace.

Section 2000e-2(a) requires racial harassment to be severe or pervasive to support a hostile work environment claim.

Vitt v. City of Cincinnati · filed 2004-05-20(a)

While there were some comments referencing race, they were infrequent and isolated. ... In short, Vitt has failed to show that she was subjected to severe or pervasive racial harassment.

Section 2000e-2(a) requires evidence that alleged hostile workplace treatment was based on sex.

Bowers v. Concord Ophthalmologic · filed 2004-06-29(a)

Based on the record presented for summary judgment, there is insufficient evidence that Wilcox's treatment of Bowers was based on her sex. Therefore, COA is entitled to summary judgment on Bowers's Title VII claim.

Section 2000e-2(a)(1) requires proof that hostile workplace conduct occurred because of sex; offensive conduct alone does not establish sex discrimination.

Riske v. King Soopers · filed 2004-04-22(a)(1)

Applying these standards, we reverse the district court because, despite the nature of the conduct Ms. Riske alleges, a reasonable jury could not find that it was done because of her sex.

Section 2000e-2(a)(1) prohibits harassment only when it is based on race, color, religion, national origin, or sex.

Lundy v. General Motors Corp. · filed 2004-06-04(a)(1)

Title VII, however, is not a general prohibition against harassment. It only prohibits harassment based on a protected class, i.e., race, color, religion, national origin, or sex.