Pro Quo Sexual Harassment

According to the United States Equal Employment Opportunity Commission, Sexual Harassment is a type of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Indeed, Title VII applies to employers with fifteen or more employees, including State and local governments. Moreover, it also applies to employment agencies and trade union organizations, as well as to the federal government. As said by Rick Bellows and Brian Kleiner, Unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature creates sexual harassment when this behavior explicitly or implicitly affects the employment of a personal, unreasonably interferes with an individual's work performance, or creates intimidation

As a matter of fact, this result when employment benefits, including employment promotion, salary increases and other employment conditions, depend on the provision of sexual favors to an employer or supervisor. Additionally, Favors result in a tangible deterioration in work. Not to mention, this type of harassment is often prohibited as a criminal law issue as a type of sexual discrimination or as a violation of labor law or crime. According to Bruce H. Philips and Lion Philip k., once a sexual harassment plaintiff establishes a case of sexual harassment that meets with applicable legal standards, employers generally have the responsibility of proving that harassment did not result or resulted for non-discriminatory reasons (Philip, Philip k,

Moreover, since it is not tied to the promise or menace of certain employment actions, this type of sexual harassment is found at all levels of employees. (Miller) Furthermore, another important distinction here is that inappropriate behavior among employees can also create a hostile work environment for other employees, who were not really the objective of the behavior. In fact, the employer must be responsible for workplace hostility that happens between two employees, it should normally be demonstrated that the employer knew or should know about the situation and took no action. In addition, If the employer took immediate action to stop the situation once it was brought to light, and especially if the employer had also taken steps to prevent it, the employer may have a defense. However, if the supervisor is the harasser, the employer can usually be held liable for default. Highest experts recommend that employers act as soon as the behavior becomes "inappropriate," not waiting until it becomes