Possibly, but remember that the plaintiff employee must be able to show that the harassment was severe and pervasive and that it unreasonably altered the terms and conditions of the workplace. A court might find that the conditions were too sporadic and not severe enough to impose liability.

• Does Title VII apply to harassing behavior on the part of employers?
• If an employer does present a legitimate, nondiscriminatory reason for the discharge then what must the employee do to prove his or her case?
• If an employee presents a prima facie (or basic) case of discrimination, what must the employer show?
• Would a negative performance evaluation constitute an adverse employment action?
• What is an adverse employment action?
• How should and employer determine if an employee is qualified?
• What is a protected class?
• What happened to Percy Green after McDonnell Douglas v. Green?
• What was the McDonnell Douglas case about?
• Under the McDonnell Douglas framework, how does an employee establish a prima facie case of discrimination?
• How does a court determine whether an employee suffers discrimination?
• Does the EEOC’s finding of no discrimination prevent a subsequent court proceeding?
• What if the EEOC does not find there has been discrimination?
• What is a right to sue letter?
• What if the EEOC finds there has been discrimination?
• What happens once an employee files a charge of discrimination?
• What are the time limits for filing an Equal Employment Opportunity Commission (EEOC) charge?
• How does an employee file a claim under Title VII or other federal employment law?
• What if an employer has multiple reasons for taking adverse action against an employee a discriminatory reason and a lawful reason?
• Who was Griggs in the Griggs v. Duke Power case?