she was subjected to unwelcome sexual harassment; (3) the harassment was based on sex; (4) the harassment was so severe or pervasive that it altered the terms and conditions of employment; and, (5) there are- grounds to hold the plaintiff has not shown that the harassment she suffered was severe or pervasive. Under Title VII, “a sexually objectionable environment must be both objectively and subjectively offensive, one that a reasonable person would find hostile or abusive, and one that the victim in fact did perceive to be so.” Faragher v. City of Boca Raton, 524 U.S. 775, 118 S.Ct. 2275, 2283, 141 L.Ed.2d 662 (1998) (citing Harris v. Forklift Sys., Inc., 510 U.S. 17, 21-22, 114 S.Ct. 367, 126 L.Ed.2d 295 (1993)). See also Allen v. Tyson Foods, Inc., 121 F.3d 642, 647 (11th Cir.1997) (<HOLDING>) (quoting Harris, 510 U.S. at 21, 114 S.Ct. 367
holding that harassing conduct not sufficiently severe and pervasive where conduct would not have affected the work environment of a reasonable person holding that severe and pervasive conduct is so permeated with discriminatory intimidation ridicule and insult that it alters the conditions of the victims employment and creates an abusive working environment recognizing that conduct amounts to actionable sexual harassment only when it is sufficiently severe or pervasive to alter the conditions of the victims employment and create an abusive working environment  alteration in original citation omitted holding that a single incident in which a coworker squeezed an employees buttocks was not sufficiently severe or pervasive so as to alter the conditions of the victims employment and create an abusive working environment holding that a claim of constructive discharge requires a showing of harassment that is more severe and pervasive than that required to show a hostile work environment