Two forms of sexual harassment are legally recognized, one form is quid pro quo sexual harassment, when an individual's submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis from employment decisions affecting the individual or the individual's submission to such conduct is made a term or condition of employment. The second form is hostile environment sexual harassment, unwelcomed sexual conduct unreasonably interferes with an individual's job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or promotion. .
Sexual Harassment can occur in varieties of circumstances:.
The victim or harasser may be a woman or a man.
The harasser can be the victim's supervisor, an agent of the employer, and a supervisor in another area, a co-worker, or a non-employee.
The victim can be someone that has been affected by the offensive conduct and not necessarily the individual that is being harassed.
Unlawful sexual harassment can happen without economic injury and dismissal of the victim. .
The conduct of the harasser must not be welcomed.
An employer that refuses to address a sexual harassment complaint from a supervisor, non-supervisory personnel or customer, can be held accountable. It is suggestible that managers establish a policy in the workplace against sexual harassment. .
Here are three business cases of sexual harassment. Have these persons involved in each, proven that they are indeed victims of sexual harassment. Case One, Sonia Wilson is charging Terrance Wilford, who says that his continuous attention to her appearance is a form of sexual discrimination. Included are some of the comments from other employees in the office. .
"I am so fed up with the boss. Every time I come in with a new outfit or get my hair cut he has to make some comment on my appearance.