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  1999) (conveying that in identifying whether or not the alleged
  carry out rises to the degree of intense or pervasive, a court docket
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  a "holistic point of view is necessary, maintaining in head that each successive episode has its predecessors, the effect of the individual incidents may accumulate, and the get the job done surroundings produced therefore may well exceed the sum of the personal episodes") see also, e.g.,
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  in Harris, the test under Title VII ‘is
  not no matter if get the job done has been impaired, but regardless of
  whether doing the job problems have been discriminatorily
  altered.’"). Title VII’s wide rule of place of work equality . 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 office meetings). 75, 82-83 (1998) ("The true social impression of workplace behavior usually is dependent on a constellation of surrounding instances, anticipations, and relationships which are not entirely captured
  by a uncomplicated recitation of the terms utilized or the physical acts carried
  out.") Harris, 510 U.S. 1998) (Muslim supervisor barraged previous Muslim staff with e-mails made up of dire warnings of the divine punishments that awaited all those who refuse to adhere to Islam). 1998). However, in Sattar the plaintiff alleged only discriminatory discharge, not harassment.
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