Sexual Harassment Law: Legal Definitions of Sexual Harassment

Can there be any doubt that lawsuits have become the method of choice to settle grievances and solve problems in the workplace today? This is nowhere more true than in the matter of sexual harassment. The sexually charged atmosphere of our culture blurs the lines that once clearly delineated proper behavior between the sexes. As regulatory agencies have moved to respond to this crisis, they have created sexual harassment laws that are very specific and well defined. It is vitally important that both employers and employees understand the nature of these laws in order to avoid embarrassing and damaging litigation. Our Sexual Harassment Training Classes will provide you with all the information you need to understand sexual harassment laws, and design policies that will protect everyone involved.

Sexual harassment is a legal term, created for the purpose of ending harassment and discrimination against women in the workplace. The term is constantly being redefined and extended in legislation and court decisions. However, not all sexual behavior in the workplace is harassment, and the laws against sexual harassment do not extend to situations outside the workplace or school.

The basic definition of sexual harassment comes from the United Stated Equal Employment Opportunity Commission (EEOC):

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of 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 environment.

This definition has been further elaborated:

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 opposite sex.
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.
The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
The harasser's conduct must be unwelcome.
Most states also have laws against sexual harassment that may differ slightly from the federal definition. You can check whether your state has such laws here.

There are two legally recognized types of sexual harassment:

quid pro quo sexual harassment
hostile environment sexual harassment.
Quid pro quo sexual harassment occurs when an individual's submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individual's submission to such conduct is made a term or condition of employment.

It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment.
A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits.
Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees.
A subordinate who submits and then changes her or his mind and refuses can still bring quid pro quo sexual harassment charges.
Hostile environment sexual harassment occurs when unwelcome 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 a promotion.

There are two conditions that determine liability for employers in cases of hostile environment sexual harassment:

The employer knew or should have known about the harassment, and
The employer failed to take appropriate corrective action.
An employer can be held liable for the creation of a hostile environment by a supervisor, by non-supervisory personnel, or by the acts of the employer's customers or independent contractors if the employer has knowledge of such harassment and fails to correct it.

An employer may be expected to know about the hostile environment
if there was a complaint to management
if management failed to establish a policy against sexual harassment
if the harassment is openly practiced or well-known among employees.

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Sexual Harassment - Don't Be Silent

Sexual Harassment Law Quote
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Sexual Harassment Law: Legal Definitions of Sexual Harassment

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