If one employee repeatedly causes offense or discomfort to another, especially on the basis of protected categories like race, religion, or sexual preference, and the management is aware of the offense but doesn't do anything about it, the company is opening itself to a lawsuit.
If management became aware of the remarks above, and they were within a workplace context (the above ones were out of the workplace), management would have to do something. They are making crude sexual references and could reasonably be regarded as offensive.
It does not matter if you think it is ridiculous, although it would be smart to reflect that the reason we have these laws is because, historically, there has been real and pervasive harassment.
If one employee repeatedly causes offense or discomfort to another, especially on the basis of protected categories like race, religion, or sexual preference, and the management is aware of the offense but doesn't do anything about it, the company is opening itself to a lawsuit.
If management became aware of the remarks above, and they were within a workplace context (the above ones were out of the workplace), management would have to do something. They are making crude sexual references and could reasonably be regarded as offensive.
It does not matter if you think it is ridiculous, although it would be smart to reflect that the reason we have these laws is because, historically, there has been real and pervasive harassment.