Not yet. You need to report this behavior to upper management and give them an opportunity to make it stop. If they do, no case. If they don't, or it gets worse, then you have the makings of a case.
Since he is a supervisor, if you have told him to stop, you have probably satisfied the bare bones necessary to have a case. You should however, also report his comments and behavior to the human resource manager or his supervisor, to give them an opportunity to correct the behavior. To be honest, it does not sound to me like it is a 'sexual' harassment case, which Michigan Court's have given a fairly specific definition. I would say that it sounds more to me like 'weight' harassment and/or discrimiantion. This is especially more likely given your comments about sexual orientation. If you would like to talk or receive additional information, please contact my office.
Each employment situation has unique facts and circumstances. This means that information and advice cannot be taken literally and should be used as only informational. The information provided here is not legal advice and should not be interpreted as such.
Not enough information to truthfully answer your question. Depends on severity of offense, any previous involvement, nature of violation, etc. Go make an appointment to see an attorney experienced in EEOC Sexual Harassment cases and then, in the privacy of their office, you can go over the entire factual history and get sound legal advice. Good luck to you.
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