Federal Express Corp., 266 F.3d 401, 405 (6th Cir.2001). There is no Title VII violation if the conduct at issue “is not severe or pervasive enough to create an objectively hostile work environment — an environment that a reasonable person would find hostile or abusive.” Harris, 510 U.S. at 21, 114 S.Ct. 367. [Wjhether an environment is “hostile” or “abusive” can be determined only by looking at all the circumstances. These may include the frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonable in terferes with an employee’s work performance. Id. at 23, 114 S.Ct. 367; see also Oncale v. Sundowner Offshore Servs., Inc., 523 U.S. 75, 81-82, 118 S.Ct. 998, 140 L.Ed.2d 201 (1998) (<HOLDING>). As the Supreme Court states in Faragher v.
recognizing that to avoid absurd results the court has a duty to interpret the rules of criminal procedure with logic and common sense recognizing the necessity of applying common sense and an appropriate sensitivity to social context recognizing the common sense and fairmindedness of jurors and their ability to distinguish meaningful evidence from unwarranted comments holding that common knowledge and common sense of one skilled in the art must be considered in determining obviousness holding that a reason to combine may come from the knowledge of one of ordinary skill in the art the nature of the problem to be solved or common knowledge and common sense