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During an job interview with Texas Monthly in 2013, relating to the Defense of Marriage Act and Same-intercourse relationship in the United States, Nelson responded to a comparison the interviewer manufactured with the Civil Rights Movement, stating: "We'll glance again and say it was crazy that we at any time even argued about this". Cir. 2014) (ruling that plaintiff did not state a hostile perform setting faith claim dependent on receipt of an invitation and email messages about a coworker’s similar-sexual intercourse marriage) Sheikh v. Indep. 2014) (upholding discharge for employee’s continuing, immediately after warning, to violate company’s anti-harassment policy by distributing spiritual pamphlets that denigrated other religions) Bodett v. CoxCom, Inc., 366 F.3d 736, 745-46 (9th Cir. Dist., 259 F.3d 678, 693 (7th Cir. "required amount of severity or seriousness varies inversely with the pervasiveness or frequency of the conduct" (alteration in authentic)) Pucino v. Verizon Wireless Commc’ns, Inc., 618 F.3d 112, 119 (2d Cir. Dev. Co., 28 F.3d 1446, 1454-55 (7th Cir. Sattar v. Motorola, Inc., 138 F.3d 1164, 1167 (7th Cir. 788 Hafford v. Seidner, 183 F.3d 506, 513 (sixth Cir

See Ervington v. LTD Commodities, LLC, 555 F. App’x 615, 618 (7th Cir. See Hall v. City of Chi., 713 F.3d 325, 330 (seventh Cir. See Johnson v. Spencer Press of Me., Inc., 364 F.3d 368 (1st Cir. See Peters v. Renaissance Hotel Operating Co., 307 F.3d 535, 552 (seventh Cir. Sch. Dist. 535, No. 00-1896DWFSRN, 2001 WL 1636504 (D. Minn. Oct. 18, 2001) (holding that a Muslim personnel who was ostracized by colleagues mainly because he refused to shake hands with feminine colleagues did not suffer a materially adverse alter in the terms and conditions of work). 682, 702 (2014) (rejecting court’s holding below that, as opposed to nonprofit firms, "for-income, secular corporations simply cannot have interaction in religious exercise") (RFRA). 1995) (en banc) (keeping that it did not pose an undue hardship for employer to accommodate supervisor’s sporadic and voluntary prayers in the course of place of work conferences). § 1606.8(d) (stating employer is liable for coworker harassment on the basis of national origin when it knew or need to have known of the carry out and unsuccessful to get rapid and ideal corrective motion) id. 2006) (discovering that employer was not liable for religious harassment of plaintiff simply because, upon discovering of her problems about a coworker’s proselytizing, the employer promptly held a meeting and told the coworker to cease speaking about religion matters with plaintiff, and there was proof that the company continued to observe the problem to guarantee that the coworker did not resume her proselytizing)

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