S.Ct. 367. “[E]vidence of a general work atmosphere, including evidence of harassment of other racial minorities may be considered in evaluating a claim, as long as [the plaintiff] presents evidence that [she] knew about the offending behavior.” Tademy v. Union Pac. Corp., 614 F.3d 1132, 1146 (10th Cir.2008) (brackets and internal quotation marks omitted). It is unclear from the record whether Ms. Hernandez heard or was aware of the racially offensive references to the black cook. She testified, however, that she heard all the other racially tinged comments and jokes. And, contrary to Valley View’s assertion, the cook references are relevant to her claim whether or not they were directed at her personally. See McCowan v. All Star Maint., Inc., 273 F.3d 917, 925, n. 10 (10th Cir.2001) (<HOLDING>). Valley View also argues that three of the
recognizing a hostile work environment claim under section 1983 holding that plaintiff cannot meet hostile work environment threshold simply by pointing to comments directed at other individuals holding that comments not directed at plaintiff including a supervisor who called another worker the nword were relevant to the evaluation of hostile work environment claim holding that supervisors routine vulgar references to plaintiff could not support a hostile work environment claim because plaintiff was unaware of the comments and to show that he or she perceived the environment as hostile a title vii plaintiff must at least have been aware of those comments holding that a viable hostile work environment claim requires an environment that a reasonable person would find hostile or abusive