Sexual Harassment

Many sexual harassment cases filed under Title VII involve charges of a hostile environment due to unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature.  Employers must create and enforce sexual harassment policies and conduct sexual harassment training so that supervisors can recognize what is and what isn't considered to be sexual harassment.   Supervisors are responsible for eliminating behavior that can lead to claims of a hostile environment in their departments.

 

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NEWS/ARTICLES

Protect Teen Workers From Sex Harassment 

Protected Characteristics On The Horizon: Sexual Orientation & Gender Identity

Minor Employees Are A Major Harassment Policy Concern 

Sexual Harassment Often Starts With Inappropriate Comments 

Bully's Abusive, Non-Sexual Behavior Can Add Up To Sexual Harassment

Sexual Harassment: Favoritism Based On An Office Romance Can Be Illegal

 

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FAQs

1. What is the difference between quid pro quo and hostile environment sexual harassment? 
2. Can "dirty" pictures, vulgar language and jokes, etc., be considered harassment in the workplace if nobody actually files a complaint?
3. Do name-calling, gossiping, and slanderous remarks directed toward an employee constitute sexual "harassment" when they are not explicitly sexual or gender-related?
4. Can one inappropriate act constitute a hostile environment?
5. Is same-sex harassment actionable under Title VII?
6. Can an employee sue under Title VII for sexual harassment when his supervisor harasses him about his sexual orientation?
7. Can an employer insulate itself from liability for sexual harassment by creating an anti-harassment policy?
8. What steps should an employer take when investigating a sexual harassment complaint?
9. Should an employer launch an investigation if it hears about the sexual harassment of an employee through the company grapevine, even though the victim has not filed a complaint?

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