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Sexual Harassment violates Title VII of the Civil Rights Act of 1964 and applies to state and local governments, the federal government, employment agencies, labor organizations and employers with at least fifteen (15) employees.
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Verbal and/or physical conduct of a sexual nature, requests for sexual favors and unwelcome sexual advances which interfere with someone’s work performance or create a hostile, offensive and/or intimidating work environment can constitute sexual harassment.
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Sexual harassment can include a number of circumstances. The victim and/or harasser can be male or female and does not have to be of the opposite sex. The victim does not have to be the person actually being harassed and could be another person who is being affected by the conduct. The harasser can be a co-worker, a supervisor, an agent and even a non-employee.
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Frequency and severity of conduct, whether conduct is physically threatening, humiliating or interferes with work performance and whether it was made clear that said conduct is unwelcome are just some of the factors in determining sexual harassment.
*State and Federal Laws change constantly and the above is for informational purposes only and one should seek out a qualified attorney for specific legal advice*