Title VII does not function as a general civility code for workplace conduct.

Evidence

Hostile work environment claims are generally difficult for plaintiffs to win because courts accept the premise that Title VII is not a “general civility code,” and thus only egregious conduct is found to alter the conditions of employment. Conduct that is deplorable, off-color, or offensive to our most basic values of according respect and dignity to every person is not always actionable. — Sahar F. Aziz, Sticks and Stones, the Words That Hurt, 203

Categorization

• XREF: High bar here that only egregious conduct is actionable is the practical constraint a litigant like the reader’s target clientele must overcome. — connects to: Title VII national origin claims proceed under three distinct liability theories — Sahar F. Aziz, Sticks and Stones, the Words That Hurt:…, 178; Title VII hostile work environment claims require five specific elements to be proven. — Sahar F. Aziz, Sticks and Stones, the Words That Hurt:…, 194; Title VII hostile environment claims only succeed on egregious, not merely offensive, conduct. (+1 more)

Broader Connections

• Title VII hostile environment claims only succeed on egregious, not merely offensive, conduct. #expands (0.93)
• Title VII hostile environment claims need no lost sales or tangible harm. #qualifies (0.78) — Sahar F. Aziz, Sticks and Stones, the Words That Hurt, 319