Sexual harassment is actionable under a hostile work environment theory when the harassing conduct is “sufficiently severe or pervasive ‘to alter the conditions [of the victim’s] employment and create an abusive working environment.’ ” Meritor Sav. Bank, FSB v. Vinson, 477 U.S. 57, 67 (1986).
In order to qualify for sexual harassment, the underlying acts must be severe or pervasive. A single act of severe harassment, such as a sexual assault, is actionable under Title VII of the Civil Rights Act. To determine whether harassment violates Title VII, courts consider the following factors:
- the frequency of the discriminatory conduct;
- its severity;
- whether it is physically threatening or humiliating, or a mere offensive utterance; and
- whether it unreasonably interferes with an employee’s work performance.
Zuckerman Law represents victims of sexual harassment in Washington DC, Maryland Virginia. For a free preliminary consultation, call us at 202-262-8959.SexualHarassment_Infographic_draft