[Boulton] was under the supervision of Mr. Robert Gordon. Mr. Gordon’s supervision of [Boulton] ended with [Boultonj’s transfer to [another division of IIE] in 1997.” The allegedly discriminatory acts which Boulton attributed to Gordon’s hostility toward gays included assignment to an undesirable office, denial of support and credit for his work, unfair evaluation of his performance, removal from a project implementation team that traveled to Cairo, indifference when Boulton’s relationship with his immediate supervisor deteriorated, and, ultimately, transfer out of Gordon’s division in April 1997 in lieu of being fired. 8 . Boulton did not assert a hostile work environment claim against IIE. Cf. Nat'l R.R. Passenger Corp. v. Morgan, 536 U.S. 101, 122 S.Ct. 2061, 153 L.Ed.2d 106, (2002) (<HOLDING>). In contrast to a hostile work environment,
holding that a plaintiff alleging a hostile work environment claim under title vii may seek damages for all behavior contributing to a hostile work environment claim including behavior allegedly occurring outside the limitations period provided that an act contributing to the claim occurs within the filing period holding that an individual could recover for acts occurring outside the statutory time period if at least one act occurred within the time period and the acts were part of the same hostile work environment holding that title vii of the civil rights act of 1964 provides the exclusive remedy for claims of employment discrimination by federal agencies holding that under title vii of the civil rights act of 1964 a charge alleging a hostile work environment will not be time barred if all acts constituting the claim are part of the same unlawful practice and at least one act falls within the filing period holding that physician was an independent contractor and thus could not sue hospital under title vii of the civil rights act of 1964