Can a single incident constitute sexual harassment?
In “quid pro quo” cases, a single sexual advance may constitute harassment if it is linked to the demand for the exchange of a tangible employment action, such as discharge or demotion. In “hostile environment” cases, a single incident usually is not enough to constitute a “hostile environment.” The more egregious the conduct, the less need there is for the victim to show that the conduct is repetitive. One should note, however, that most hostile environment claims are shown to be pervasive due to the repetitive nature of the conduct. Often, a single derogatory comment or offensive gesture will not be enough to bring a claim under Title VII.
