Suggestion #10: Remain vigilant

Constantly monitor your work environment
Occasionally review policy and procedures to ensure compliance and effectiveness.

Harassment is prohibited for legal reasons for more than 40 years (i.e., the Civil Rights Act of 1964). And it's held it's place in the public eye for over 15 years (since Clarence Thomas and Anita Hill).

Yet harassment continues to occur in America's workplaces - resulting in big-money lawsuits and erosion of esprit de corps. A fantastic people that are many surprisingly unaware of just what constitutes harassment as well as that it's unlawful. How about you?

Before taking a look at the responses below, which of this following statements do you believe are true or false?

Harassment means demanding intimate favors from a girl.
Just physical functions by one employee against another constitute harassment that is sexual.
When coming up with a pass at a woman, No means possibly ... and Maybe means Yes.
Sexual, racial or bantering that is ethnic work is okay provided that the other person doesn't mind.
A court can require a harasser to pay damages to a harassed employee.
Intimate visuals or items in a workplace are OK unless someone complains.
Employee harassment is not unlawful unless it is intended as harassment.
Providing a job promotion to a woman who's got willingly participated with you in a office love is sexual harassment.

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The Supreme Court recognized that sexual harassment that is sufficiently severe as to alter an individual's terms and conditions of employment is a violation of federal law and breaches Title VII of the Civil Rights Act of 1964 in the groundbreaking case.


Supreme Court rulings in two separate cases in 1998 put a emphasis that is strong the necessity for training and training in the workplace.

The Supreme Court established that so that you can reduce obligation for harassment claims, a company must:

- train both employees and managers

- oblige workers to report any incidents of harassment

- carefully investigate each report

- implement corrective measures whenever necessary

The court also distinguished between supervisor harassment that outcomes in concrete employment action (TEA) such as for instance discharge, failure to promote or demotion, and manager harassment that doesn't. The employer is always liable if the result is TEA. If not, the company may protect itself providing it can prove:

1) The business exercised reasonable care to avoid and quickly correct any sexual harassing behavior.

2) The plaintiff unreasonably didn't make the most of any preventative or corrective opportunities provided by the company in order to avoid harm.