Christian S. Peters v. Renaissance Hotel Operating Company, Doing Business as Renaissance Chicago Hotel and Marriott International, Incorporated

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• holding that co-worker’s use of the word “nigger” in plaintiff’s presence did not rise to the level of objectively hostile work environment
• opining that a handful of offensive comments, most of which were by fellow employees, were not sufficient to raise a jury issue
• holding isolated, indirect incidents of racial harassment, such as the use of racial slurs in plaintiff’s presence, not severe and pervasive enough to alter conditions of employment
• explaining that a retaliation claim is not expected to grow out of an EEOC charge that does not mention a complaint of discrimination, to whom the complaint was made, or what adverse action resulted from the complaint
• listing the factors influencing whether the complained of conduct is sufficiently severe and pervasive to be actionable as a hostile work environment
• disregarding performance award that plaintiff received two months before discharge because he later violated workplace rules

Source: CourtListener parenthetical corpus (CC0).