; (B) a request for sexual favors; or (C) any other conduct of a sexual nature. (2) A circumstance described in this paragraph is a situation in which— (A) submission to the conduct involved is made either explicitly or implicitly a term or condition of employment; (B) submission to or rejection of such conduct is used as the basis for an employment decision affecting an individual’s employment; or (C) such conduct unreasonably alters an individual’s terms, conditions, or privileges of employment, including by creating an intimidating hostile, or offensive work environment, as determined in accordance with paragraph (3). (3) In determining, for purposes of paragraph (2)(C), whether conduct constitutes sexual harassment because the conduct unreasonably alters an individual’s terms, conditions, or privileges of employment, including by creating an intimidating, hostile, or offensive work environment, the following rules shall apply: (A) The determination shall be made on the basis of the record as a whole, according to the totality of the circumstances. A single incident may constitute sexual harassment. (B) Incidents that may be sexual harassment shall be considered in the aggregate, with— (i) conduct of varying types (such as expressions of sex-based hostility, requests for sexual favors, and denial of employment opportunities due to sexual orientation) viewed in totality, rather than in isolation