Sexual Harassment is
prohibited by Title VII of the Civil Rights Act of 1964 as a form of sex
Unwelcome sexual advances,
request for sexual favors, and other verbal or physical conduct of a sexual
nature constitute sexual harassment when this conduct explicitly or implicitly
affects an individual's employment, unreasonably interferes with an individual's
work performance, or creates an intimidating, hostile, or offensive work
There are two types of sexual
harassment: quid pro quo and hostile work environment. This first one is
obvious, it occurs when an employee's acceptance or rejection of the harassment
by the supervisor is either an express or implied condition to receive a
benefit or avoid a tangible adverse effect on the terms or conditions of the
employee's employment. For example, the supervisor says, if you sleep with me,
I will give you a promotion. The second one needs proof of several elements
required by law.
Sexual harassment can occur
in a variety of circumstances, including but not limited to the following:
The victim as well as
the harasser may be a woman or a man. The victim does not have to be of the
harassment may occur without economic injury to or discharge of the victim.
The harasser can be the
victim's supervisor, an agent of the employer, a supervisor in another area, a
co-worker, or a non-employee.
Sexual harassment needs not
be tolerated. If you are a victim of sexual harassment at work, Contact
us to prevent the unlawful behavior.