context: . At the outset, the Court finds that, to the extent Plaintiff is seeking relief for the harassing phone calls at home and for "stalking" behavior outside the workplace, summary judgment in favor of the employer is warranted. Under the particular facts of this case, the Court knows of no obligation upon the employer to monitor the activities of its employees outside of the workplace. Indeed, the clear intent of Title VII is to combat discrimination in the workplace.
citation_a.signal: see also
citation_a.identifier: 860 F.Supp. 1401, 1408
citation_a.parenthetical: holding that sex-related statements by a co-worker made to the plaintiff while she was at home and on suspension from work did not amount to improper conduct at the workplace and, therefore, did not constitute actionable sexual harassment
citation_a.sentence: See also Fred v. Wackenhut Corp., 860 F.Supp. 1401, 1408 (D.Neb.1994) (holding that sex-related statements by a co-worker made to the plaintiff while she was at home and on suspension from work did not amount to improper conduct at the workplace and, therefore, did not constitute actionable sexual harassment), aff'd, 53 F.3d 335 (8th Cir.), cert. denied, 516 U.S. 870, 116 S.Ct. 190, 133 L.Bd.2d 126 (1995).
citation_b.signal: see
citation_b.parenthetical: holding that Title VII was designed to assure equality of employment opportunities
citation_b.sentence: See Pullman-Standard v. Swint, 456 U.S. 273, 102 S.Ct. 1781, 72 L.Ed.2d 66 (1982) (holding that Title VII was designed to assure equality of employment opportunities); Henson v. City of Dundee, 682 F.2d 897 (11th Cir.1982) (recognizing that “an employer violates Title VII simply by creating or condoning an environment at the workplace which significantly and adversely affects an employee.”) (emphasis added).