v. Tex. Dep’t of Crim. Justice, 512 F.3d 157, 163 (5th Cir.2007). This court has therefore recognized that: [a]n egregious, yet isolated, incident can alter the terms, conditions, or privileges of employment and satisfy the fourth element necessary to constitute a hostile work environment. The inverse is also true: Frequent incidents of harassment, though not severe, can reach the level of pervasive, thereby altering the terms, conditions, or privileges of employment such that a hostile work environment exists. Thus, the required showing of severity or seriousness of the harassing conduct varies inversely with the pervasiveness or frequency of the conduct. Id. (internal quotations and citations omitted). Accordingly, while an 369, 2001 WL 1223628, at *1 (5th Cir. Sept. 24, 2001) (<HOLDING>). Paul’s claims are distinguishable from cases
holding that plaintiffs allegations that coworker attempted to grab her breast and later touched and rubbed her thigh that customers made sexually threatening remarks and that supervisors did not respond to her complaints about these incidents did not support a hostile work environment claim holding that two alleged incidents of hostile treatment in which a supervisor made a comment about the plaintiffs body and touched her breasts with some papers did not constitute a hostile work environment holding that conduct was not sufficiently severe or pervasive where a supervisor allegedly touched plaintiffs hand and thigh lifted her dress hem repeatedly asked her to lunch told her that she was beautiful stared at her and called her home on numerous occasions at night and asked about personal matters holding that plaintiffs allegations that her supervisor was a lesbian and that she made improper remarks to her including telling the plaintiff to invite her to lunch and making comments about plaintiffs coworkers private lives and sexual preferences   and on one occasion approaching the plaintiff from behind hugging her and whispering in her ear a request for a cookie from another table did not suffice to establish a hostile working environment holding that allegations that employees supervisors yelled at her told her she was a poor manager and gave her poor evaluations chastised her in front of customers and once required her to work with an injured back were insufficient to state title vii claim