Opinion ID: 23931
Heading Depth: 2
Heading Rank: 1

Heading: Title VII and TCHRA Hostile Work Environment Claim

Text: 8 The district court found no genuine issues of material fact with respect to appellant's claims of a hostile work environment. We agree. In order to establish a prima facie case of hostile work environment based on sexual harassment, Cain must show that: (1) she belongs to a protected class; (2) was subjected to unwelcome sexual harassment; (3) the harassment was based on her sex; (4) the harassment affected a term, condition, or privilege of her employment; and (5) Advanced knew or should have known of the harassment and failed to take remedial action. 3 It is manifest that the summary judgment evidence does not establish a prima facie case. 4 9 When determining whether a workplace constitutes a hostile work environment, courts closely consider 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. 5 We agree with the district court that the behavior of which Cain complains does not rise to the level of sexual harassment under Title VII or the TCHRA. While clearly crude, humiliating, and insensitive, the unique circumstances in this case makes the elderly and obviously impaired Marcus's commentary insufficient to establish sexual harassment. 10 The home health care industry was created to assist individuals who lack the ability to care for themselves. Many of these individuals become dependent on home health care as a direct result of debilitating diseases such as Alzheimer's and Parkinson's. As an Advanced employee, Cain's daily routine included dealing with the victims of those diseases and their particular failings. In this context, Marcus's improper requests and tasteless remarks can not form the basis of a justiciable claim for sexual harassment. We note that Cain never alleged any physical conduct that made her feel threatened, nor did she accept Advanced's offer of reassignment, relieving her of the responsibility of care-taking for Marcus. Marcus's unacceptable but pitiable conduct was not so severe or pervasive as to interfere unreasonably with Cain's work performance or, given the circumstances, to create an abusive work environment. There is no error in the district court's entry of summary judgment on Cain's claim for sexual harassment.