Very generally, sexual harassment describes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct. Title VII is a federal law that prohibits discrimination in employment on the basis of sex, race, color, national origin, and religion, and it applies to employers with 15 or more employees. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. It applies to federal, state, and local governments, as well as employment agencies and labor organizations.
Know Your Rights at Work
This site works best in Chrome, Edge, Firefox or Safari web browsers. Not all functionalities will work in Internet Explorer. Legislation exists on sexual harassment in employment is whether there is a law or provision that specifically protects against sexual harassment in the workplace or in employment, including unwelcome sexual advances, requests for sexual favors, verbal or physical conduct or gestures of a sexual nature, annoyance if understood to include harassment with sexual content, or any other behavior of a sexual nature that might reasonably be expected or be perceived to cause offense or humiliation to another in connection with employment, including provisions on inducing indecent or lewd behavior coupled with financial or official dependence or authority, abuse of position or authority, or language that can be clearly interpreted to mean such dependence or abuse; or sexual harassment is considered a form of discrimination in employment and the law protects against discrimination. Skip to main content.
Sexual harassment harms us all. Harassment leads to absenteeism, poor morale, loss of focus, and legal consequences. Failure to prevent sexual harassment in the workplace will break compliance with title VII of the Civil Rights Act and similar state civil rights laws and fair employment laws. In addition, there is liability for the employer as the company is always responsible for harassment by a supervisor that results in a tangible employment action. Even if a harassment event does not result in a tangible employment action, the employer may still be liable unless it proves that: 1 it exercised reasonable care to prevent and promptly correct any harassment; and 2 the employee unreasonable failed to complain to management or to avoid harm or otherwise.
Search Search. For more information about this temporary freeze, click here. This guide is not legal advice. Laws and legal rules frequently change and can be interpreted in different ways, so Equal Rights Advocates cannot guarantee that all of the information in this Guide is accurate as it applies to your situation.