... isolated incidents (unless extremely serious) will not amount to discriminatory changes in the ‘terms and conditions of employment.’ ”); see also O’Rourke v. City of Providence, 235 F.3d 713, 729 (1st Cir.2001) (“[OJEEhand comments and isolated incidents’ are not sufficient to create actionable harassment; the hostile work environment standard must be kept sufficiently demanding to ensure that Title VII does not become a ‘general civility code.’ ”) (citing Faragher, 524 U.S. at 788, 118 S.Ct. 2275; Oncale v. Sundowner Offshore Servs., 523 U.S. 75, 81, 118 S.Ct. 998, 140 L.Ed.2d 201 (1998)). Hernández’s phone call to plaintiffs hotel room, while offensive and exceedingly inappropriate, does not reach the level of severity that courts have required. In Pomoles v. Celula h Cir.2000) (<HOLDING>)). The behavior here is similar to that in
holding that ajlthough a continuing pattern of hostile or abusive behavior is ordinarily required to establish a hostile environment a single instance can suffice when it is sufficiently egregious and holding that the plaintiff established that she suffered a sexually hostile working environment where she alleged she was raped by a male coworker holding that a single offensive racist comment was not sufficient to establish a hostile work environment holding that a viable hostile work environment claim requires an environment that a reasonable person would find hostile or abusive holding that evidence of a single battery and two offensive remarks over six months did not establish a hostile environment recognizing a hostile work environment claim under section 1983