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2023) (concluding that the plaintiff introduced sufficient proof that she subjectively viewed the alleged harassment as hostile where she complained about the harassment, reported it to her supervisors, and suffered psychological harm ); EEOC v. Mgmt. 2023) (concluding that a reasonable jury might find that the plaintiff was subjected to unlawful harassment based on race and intercourse when a colleague shook a rolled-up document in her face and started yelling at her in a loud and aggressive manner, alarming other workers, and main her to take incapacity go away); Patterson v. Cnty. 2010) (stating that the issue will not be whether or not work has been impaired however whether or not the work environment has been discriminatorily altered and that the fact that a plaintiff continued to work below troublesome conditions is to her credit, not the harasser s ); Gallagher v. C.H. 2010) (stating that the required stage of severity or seriousness varies inversely with the pervasiveness or frequency of the conduct (quoting Nichols v. Azteca Rest. 128 Id. at 21 (quoting Meritor Sav. (alteration in original) (quoting Guimaraes v. SuperValu, Inc., 674 F.3d 962, 974 (8th Cir.
2001) (stating that an affordable person could conclude that feedback that were not facially discriminatory had been sufficiently intertwined with facially discriminatory remarks to establish that the previous have been motivated by hostility to the plaintiff s race and religion); O Rourke v. City of Providence, 235 F.3d 713, 730 (1st Cir. 1996) (stating that racial harassment could be based on code phrases, which referred to Black workers as another one, one of them, that one in there, and all of you ); cf. 1994) (concluding that the plaintiff established harassment was subjectively hostile the place, amongst other things, she told a friend about the conduct after which complained to her supervisor after learning from the good friend that she had some authorized recourse). 2013) (stating that telling risqu
