Where an employer allows workplace activities of ongoing, egregious, or multiple instances of favoritism to occur, do such activities constitute a violation of Title VII of the Civil Rights Act of 1964?

Questions Presented 1.) Where an employer allows workplace activities of ongoing, egregious, or multiple instances of favoritism to occur, such as job hiring,-job retention, job-perks, career advancement, or other lucrative employment-related favoritism by a Boss (or Supervisor, or Manager, or similarly situated management-level employee) having a romantic penchant toward one “favored” sub-ordinate employee of a given gender, which is the same gender also preferred by the management:level employee with regard to sexual, relationship, or romantic considerations, and where the employer allows such ongoing, egregious, or multiple instances of activities to persist in the workplace at the expense of, or at the exclusion of, other subordinate employees whose gender is opposite to that gender of the favored sub-ordinate employee, do such activities constitute a violation of Title VII of the Civil Rights Act of 1964 (Pub. L. 88-352) (Title VID, as amended, with regard to discrimination against employees having gender (sex) opposite to that of the favored sub-ordinate employee? . 2.) Did the District Court in this case err in its granting of Summary Judgement? 3.) Did the Appellate Court in this case err in its upholding of the District Court’s granting of Summary Judgement? , 4.) Should this case be remanded back to the District Court for trial? i Proceedings in other courts that are directly related to the case: She! 1. Maner v: Dignity Health, No. CV16-3651-PHX DGC, U.S. District Court for the District of Arizona. Judgment entered Oct. 10, 2018. ' oe 2. Maner v. Dignity Health, No. 18-17159, US. Court of Appeals for The Ninth Circuit. Opinion rendered Aug. 20, 2021. . |