Quid Pro Quo Harassment Case Study

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Recommended: Nature of gender discrimination

Title VII of the Civil Rights Act of 1964 protects against employment discrimination based on “race, color, religion, sex, or national origin” (Moran, 2014, p. 164). This helps ensure fair treatment to all workers. To ensure the safety of all workers, Title VII also protects against harassment, which includes quid pro quo harassment, hostile environment harassment, religious harassment, and racial harassment.
Quid Pro Quo Harassment
Quid pro quo sexual harassment, also known as vicarious liability, is employment or employment benefits are given by a supervisor in exchange for unwanted sexual favors. There are six requirements for it to be considered sexual harassment. First, the victim must be a member of a protected class. Second, the complaint …show more content…

First is quid pro quo sexual harassment, which is when a supervisor demands sexual favors for employment or employment benefits. The second form of sexual harassment is hostile work environment harassment, which is when an employee frequently makes unwanted sexual comments, advancements, or anything similar to another employee (Moran, 2014). All six requirements must be met in order for the claim to be considered sexual harassment. Gender discrimination differs from sexual harassment. Gender discrimination “occurs when individuals of one gender are favored in employment decisions over the other gender” (Moran, 2014, p. 243). This can happen to both men and women. Gender harassment is non-sexual in nature, but rather is making offensive remarks about a person’s gender frequently enough to create a hostile work environment. Gender harassment can happen with people of the opposite sex and persons of the same sex (U.S. Equal Employment Opportunity Commission [U.S. EEOC], n.d.). Sexual orientation discrimination is the unfair treatment of someone solely based on their sexual orientation. Unlike sexual harassment and gender discrimination, sexual orientation discrimination is not protected under Title VII. However, there are state and local laws that prohibit it (Moran,

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