context: Byrnes claims that Means harassed him because of his race and disability and Hat-tiesburg failed to adequately redress the harassment, which created a hostile work environment in violation of Title VII, SS 1981, the Rehabilitation Act, and the ADA To establish a hostile work environment claim, a plaintiff must prove (1) he belongs to a protected group; (2) he was subjected to unwelcome harassment; (3) the harassment was based on a protected characteristic; (4) the harassment affected a term, condition, or privilege of employment; and (5) the employer knew or should have known of the harassment and failed to take prompt remedial action. See Flowers v. S. Reg'l Physician Servs.
citation_a.signal: no signal
citation_a.identifier: 247 F.3d 229, 234-36
citation_a.parenthetical: extending Title VII hostile work environment jurisprudence - to disability-based harassment claims under the ADA
citation_a.sentence: Inc., 247 F.3d 229, 234-36 (5th Cir. 2001) (extending Title VII hostile work environment jurisprudence - to disability-based harassment claims under the ADA); see also Jones v. Robinson Prop. Grp., L.P., 427 F.3d 987, 992 (5th Cir. 2005) (noting that the discrimination analysis under both Title VII and § 1981 is the same); Soledad v. U.S. Dep’t of Treasury, 304 F.3d 500, 506 n.8 (5th Cir. 2002) (noting that a hostile work environment claim under the Rehabilitation Act changes only the third prong by requiring that the harassment be “based solely on [plaintiffs] disability or disabilities” (quotation marks omitted)).
citation_b.signal: see also
citation_b.identifier: 427 F.3d 987, 992
citation_b.parenthetical: noting that the discrimination analysis under both Title VII and SS 1981 is the same
citation_b.sentence: Inc., 247 F.3d 229, 234-36 (5th Cir. 2001) (extending Title VII hostile work environment jurisprudence - to disability-based harassment claims under the ADA); see also Jones v. Robinson Prop. Grp., L.P., 427 F.3d 987, 992 (5th Cir. 2005) (noting that the discrimination analysis under both Title VII and § 1981 is the same); Soledad v. U.S. Dep’t of Treasury, 304 F.3d 500, 506 n.8 (5th Cir. 2002) (noting that a hostile work environment claim under the Rehabilitation Act changes only the third prong by requiring that the harassment be “based solely on [plaintiffs] disability or disabilities” (quotation marks omitted)).