Opinion ID: 1677412
Heading Depth: 1
Heading Rank: 4

Heading: General Statement

Text: Sexual harassment and racial harassment have been held to constitute a form of discrimination prohibited by Title VII of the Civil Rights Act of 1964, as amended and Title IX of the Educational Amendments of 1972. Other types of harassment are prohibited by applicable law. An institution or school may be held liable pursuant to Title VII and/or lose federal funds pursuant to Title IX for failure to properly investigate and remedy claims of sexual or racial harassment. A. Generally, sexual harassment may be defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when one of the following criteria is met: ..... 3. such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or educational experience or creating an intimidating, hostile or offensive work or educational environment. Whether the alleged conduct constitutes sexual harassment depends upon the record as a whole and the totality of the circumstances, such as the nature of sexual advances in the context within which the alleged incident occurred. Thus, sexual harassment may occur when conduct of a sexual nature affects an individual's work or educational experience or creates an intimidating, hostile, or offensive work or educational environment. The policy correctly does not differentiate between sexual harassment in the workplace and sexual harassment in an academic setting. There is no meaningful difference. In analyzing the evidence in this case we turn, as we often have in cases under our state's Human Rights Act, to Title VII, the federal employment discrimination statute. Recently we noted in Campbell v. Florida Steel Corp., 919 S.W.2d 26 (Tenn. 1996) that the United States Supreme Court first recognized hostile environment harassment under Title VII in the case of Meritor Saving Bank, FSB v. Vinson, 477 U.S. 57, 106 S.Ct. 2399, 91 L.Ed.2d 49 (1986). In Meritor, the Court recognized that Title VII affords employees the right to work in an environment free from discriminatory intimidation, ridicule, and insult. 477 U.S. at 65, 106 S.Ct. at 2405 (citing Rogers v. E.E.O.C, 454 F.2d 234 (5th Cir.1971)). When the harassing conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment, it is actionable. Id. at 65, 106 S.Ct. at 2404-05. Although Meritor and Rogers were employment discrimination cases, their rationales are applicable in the academic environment as well. See Doe v. Taylor Indep. School Distr., 975 F.2d 137, 149 (5th Cir.1992). Women need not endure sexual harassment by state actors under any circumstances, the school setting included. 975 F.2d at 149. Here, the State Board of Regents policy specifically defined sexual harassment. That definition includes: Unwelcome sexual advances ... and other verbal or physical conduct of a sexual nature when ... such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or educational experience or creating an intimidating, hostile or offensive work or educational environment. Guideline P-080, II, A. 3. Thus, it is apparent that the Board policy mirrors the present United States Supreme Court holdings defining sexual harassment. Our inquiry is whether material and substantial evidence in this case establishes that Dr. McClellan's conduct constituted sexual harassment of Ms. White. Like most disputes that are resolved in our courts or administrative tribunals, the evidence in this case is controverted. Ms. White and three eyewitnesses detailed the conduct of Dr. McClellan during the administration of Ms. White's EKG. Their testimony is consistent. Further, their testimony establishes, at the very least, verbal conduct of a sexual nature which interfered with Ms. White's educational experience. Ms. White's testimony, more explicit than the others, establishes inappropriate physical conduct, including physical contact as well. Conversely, Dr. McClellan's testimony casts an innocent light on the episode. His witnesses, while corroborative of portions of his testimony, were not physically present in the EKG room. Their testimony is therefore less probative on what occurred inside than is the testimony of the persons actually present. Based on these facts, a reasonable person could conclude that Dr. McClellan's conduct was of a sexual nature and created an offensive educational environment for Ms. White. Specifically, Ms. White detailed the effect that the conduct had on her. While Dr. McClellan emphasizes that she functioned well enough to get an A in the class, that does not foreclose a finding that the environment was offensive or even intimidating. History is replete with examples of determined persons who fared well despite adversity. Dr. McClellan argues that his absence of prurient intent bars a finding of sexual harassment. We disagree. The definition of sexual harassment set forth in the guidelines, which is the equivalent of that in the statutes, demonstrates that the focus is on the effect of the conduct on the victim rather than the intent of the actor. Ms. White described herself as shy and private. Her demeanor on the stand, gleaned from her testimony, supports this description. The incidents caused her to seek psychological counseling and treatment for depression. Dr. McClellan repeatedly described his remark as flippant and facetious arguing that it strains credulity to believe that a reasonable person could be affected. This argument, while wholly consistent with Dr. McClellan's crude manner, disregards the objective standard applied in the Sixth Circuit and in Tennessee Yates v. Avco Corp., 819 F.2d 630, 637 (6th Cir.1987). Applying that standard, rather than the approach taken by Dr. McClellan, we conclude with little difficulty that the incident violated the Board Policy on sexual harassment. [9] Dr. McClellan also argues that his conduct cannot rise to the level of sexual harassment because it was an isolated incident. While acts must be sufficiently severe or pervasive to constitute sexual harassment, that requirement does not, by definition, exclude cases in which a single incident occurs. If a single incident is severe, it may be actionable as sexual harassment despite the fact that the conduct was not repeated. In other words, conduct may be actionable because of frequency or gravity. See e.g., Ellison v. Brady, 924 F.2d 872, 878 (9th Cir.1991); Andrews v. City of Philadelphia, 895 F.2d 1469, 1484 (3rd Cir.1990); Carrero v. New York City Housing Authority, 890 F.2d 569, 578 (2nd Cir.1989). A single incident, of sufficient gravity, may constitute sexual harassment. See Campbell v. Kansas State University, 780 F. Supp. 755 (D.Kan. 1991). In this case conflicting testimony was presented. Issues of credibility and weight were resolved against Dr. McClellan at every level. Our review is limited to determining whether the findings are supported by substantial and material evidence. Southern Ry. Co. v. State Bd. of Equalization, 682 S.W.2d 196 (Tenn. 1984). We are not at liberty to reevaluate the evidence or substitute our judgment for that of the fact-finder. Humana of Tenn. v. Tennessee Health Facilities Comm'n, 551 S.W.2d 664 (Tenn. 1977). The evidence is sufficient to establish a violation of the Board policies prohibiting sexual harassment and unprofessional conduct. As noted by the learned Chancellor: [t]he appropriate remedy is peculiarly within the discretion of the [agency]... . Having found grounds to affirm the procedures employed, facts found, and conclusions reached, we will not interfere with the sanctions imposed upon Dr. McClellan. We remand for the appropriate imposition of those sanctions and tax the costs of this appeal to Dr. McClellan. ANDERSON, C.J., and DROWOTA, REID and BIRCH, JJ., concur.