Regularly check your workplace for potentially offensive materials. An isolated incident won’t be held against you, but a pattern of tolerance could be.
Recent case: Benedict, a school custodian, has cerebral palsy. He sued, alleging that after he asked for an accommodation, he experienced hostility. His evidence: Someone had tacked up a cartoon that he thought disparaged disabled people and created a hostile work environment.
The court dismissed his case, noting that a one-time incident that isn’t patently offensive doesn’t create a hostile work environment. (Genco v. Starpoint Central School District, No. 13-CV-301, WD NY, 2015)
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