A Minnesota Court of Appeals had an opportunity to look at a situation where an owner was clearly attempting to persuade an employee to have sexual relations with him as well as to potentially become his new spouse. Without regard to whether the conduct was actionable, the Court stated that the fourth element of a hostile work environment claim requires proof that the harassment affected a term, condition or privilege of employment. Here the employee did not agree to follow appropriate, non-harassing directions and had been terminated. Otherwise she had not had any term, condition or privilege of employment affected. The manager’s conduct may have made her “uncomfortable” “embarrassed” and “upset”, but these cannot, in and of themselves, rise to effecting a term, condition or privilege of employment. Geist-Miller v. Mitchell (Minn. Ct. App. 2010)