sexual harassment

I am doing my report on sexual harassment in the workplace. I have been in the restaurant industry for three years and I have seen a lot of what I thought to be sexual harassment. I am curious to how often this occurs from personal experience in other places of business. It is unlawful to harass a person because of that person’s sex. Harassment can include sexual harassment or unwanted sexual advances, and other forms of harassment of a sexual nature.
Harassment can include offensive remarks about a person’s sex and therefore does not have to be of a sexual nature. For example, it is against the law to make comments about a person's sex or gender in general. The harasser and the victim can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t protect someone against teasing or offensive comments that aren't serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment for others. A harasser could be anyone like another co-worker, the victim's supervisor, or someone who is not an employee of the employer like a customer.
Even though there is an epidemic spreading publicly about the problems and suffering of sexual harassment, surveys demonstrate that many businesses operating in the United States are not doing anything to address the problems with it. Some more recent news reports show that sexual harassment has reached even the highest levels of the companies like managers and supervisors. Even though businesses know sexual harassment exists, they appear unsure of what to do about it. Due to the companies not doing anything drastic about these situations, the liability of the employer for sexual harassment continu...

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...court stated that Title VII is violated when a workplace is tainted with unwelcome sexual behavior and insult, that is sufficiently severe enough to change the conditions of the victim's employment and create an abusive and hostile working environment. Thus, the Court apparently implemented a reasonable persons standard. Acknowledging that this test is not and cannot be mathematically precise, the Court emphasized that whether a work environment is hostile or abusive can be determined only by looking at all the circumstances. (insert) The Court then provided information that may be one of these circumstances in which victims endure. For instance some of these circumstances include how frequent the harassment occurs, how severe the harassment is, whether it is humiliating or threatening to the victim, or does in interfere with the victims production while at work.