20 This would be even more true of bigoted or insensitive remarks about minority or female political candidates. §§ 111.31, 111.32 (barring discrimination in "terms, conditions, .
21 Many reasonable people might view strident denunciations of Catholicism, whether political or religious, as creating a hostile environment for devout Catholics, 22 or criticisms of feminism as creating a hostile environment for women.
There was no allegation that the coworker used any religious slurs, though he did "[make] negative comments to [plaintiff] about her Lutheran faith," did "criticize (and tr[y] to change) [plaintiff's] personal life style," and did "depress [plaintiff] a great deal" with what plaintiff saw as "Seventh Day Adventism's `pessimistic doomsday´ outlook." Likewise, a federal district court has held that a pattern of religiously themed comments, which mostly consisted of statements that the target was a sinner and had to repent, and didn't include any religious slurs, could be religious harassment.
30 Social and Political Commentary: Likewise, one court has said that coworkers' use of job titles such as "foreman" and "draftsman" may constitute sexual harassment, 31 and a Kentucky human rights agency has gotten a company to change its "Men Working" signs (at a cost of over ,000) on the theory that the signs "perpetuat[e] a discriminatory work environment and could be deemed unlawful under the Kentucky Civil Rights Act." 32 Another court has characterized an employee's hanging "pictures of the Ayatollah Khome[i]ni and a burning American flag in Iran in her own cubicle" as "national-origin harassment" of an Iranian employee who saw the pictures.
Employers have tried to force employees to quit by imposing unwarranted discipline, reducing hours, cutting wages, or transferring the complaining employee to a distant work location.
Even if I wanted to personally take time to appreciate this kind of "art," I reserve the right for that to be my choice and to not have it thrust in my face on my way into a meeting with my superiors, most of whom are men. or privileges of employment" based on, among other things, "political ideology"); Madison, Wisc., Municipal Code §§ 3.23(8)(a); Broward County Code § 161/2-3(15), 161/2-21(1). Importantly, the hostile work environment is gender neutral, that is, men can sexually harass men or women and women can sexually harass men or women.Likewise, a hostile work environment can be considered the "adverse employment action" that is an element of a whistleblower claim or a reprisal (retaliation) claim under a civil rights statute.That is, an employee can not file a lawsuit on the basis of a hostile work environment alone.Instead, an employee will have to prove that she or he has been treated in a hostile manner because of her or his protected class, such as gender, age, race, national origin, disability status, and similar protected traits.Where a hostile environment is alleged, the legality of behaviors must be determined on a case by case basis.