Opinion ID: 178664
Heading Depth: 2
Heading Rank: 1

Heading: Thompson's Cross Appeal

Text: We begin with Thompson's cross appeal, in which he argues that the district court should not have granted summary judgment in the defendants' favor on his hostile work environment and constructive discharge claims. Our review of a grant of summary judgment is de novo, and we construe all facts and take all reasonable inferences in favor of the nonmoving party. Poer v. Astrue, 606 F.3d 433, 438-39 (7th Cir.2010). To constitute a hostile work environment under Title VII, the alleged harassment must be both subjectively and objectively so severe or pervasive that it alters the conditions of the plaintiff's employment. See Dear v. Shinseki, 578 F.3d 605, 611 (7th Cir.2009). Thompson points to a statement from Lence in 2002 that Thompson's children would look like the black beans that were in a jar and an instance in March 2002 when Larry Jolly dared Thompson to call him a racist. These comments took place outside his presence. Cf. Mannie v. Potter, 394 F.3d 977, 983 (7th Cir.2005). Thompson did point to a few statements made directly to him, including Bierman's statement that Thompson could not do what others could do because he was black and another where she said she was not sure what her neighbors would think if she invited a black person to her home. Although we by no means condone this conduct, we agree with the district court that these circumstances do not reflect severe or pervasive enough conduct to be actionable under Title VII. See Ford v. Minteq Shapes and Servs., Inc., 587 F.3d 845, 848 (7th Cir.2009). Thompson also appeals the grant of summary judgment to the defendants on his constructive discharge claim. A plaintiff proceeding under this theory must demonstrate a work environment that is even more egregious than that needed for a hostile work environment such that he was forced to resign because his working conditions, from the standpoint of the reasonable employee, had become unbearable.' Fischer v. Avanade, Inc., 519 F.3d 393, 409 (7th Cir.2008) (quoting E.E.O.C. v. Univ. of Chicago Hosps., 276 F.3d 326, 331 (7th Cir.2002)). Because we affirm the grant of summary judgment on his hostile work environment claim, Thompson's constructive discharge claim falls as well. See Bannon v. Univ. of Chicago, 503 F.3d 623, 630 (7th Cir.2007).