The N-word… the B-word… the F-word… the C-word. They’re all incredibly offensive (as indicated by their censoring here.) Sometimes, one-time uses of certain slurs may be enough to satisfy the “severe or pervasive” standard federal law demands. With cases involving other words, however, you may need something more. To get a clear understanding of the proof you need for your hostile work environment case, talk to an experienced New Jersey sex discrimination lawyer to discuss the parameters of your situation.
Before he ascended to the U.S. Supreme Court, then-Judge Brett Kavanaugh wrote of the “N-word” that it is “probably the most offensive word in English.” For this reason, courts have declared a single utterance of this word to be enough to constitute severe discrimination.
Other words, however, generally will carry less weight. For example, many courts have ruled that a single use of the misogynistic “B-word” isn’t sufficient to establish, by itself, a hostile work environment. As a recent sex discrimination case from Cape May reminds us, though, supervisors who direct that word toward a female employee often do it more than once, and repeated uses of it can be sufficient to establish the necessary degree of severity or pervasiveness to make out a hostile work environment claim.