Our opinion plainly clarifies that neither state nor federal law requires a coworker to use the preferred pronouns and names of fellow employees...no federal court has ever found that if a coworker uses a non-preferred pronoun alone, even if intentional, that that's actionable discrimination under Title VII.
There are no examples in case law where the (mis)use of an employee's pronouns alone has been held to have created a hostile work environment...
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