SEXUAL HARRASMENT

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Term Paper Title	SEXUAL HARRASMENT
# of Words	1406
# of Pages (250 words per page double spaced)	5.62

SEXUAL HARRASMENT

They may be neurosurgeons or typists, police officers or telephone operators,
construction workers or even members of Congress - more than half of working
women have faced the problem of sexual harassment at some point in their
careers.  The situation tends to be worse in male dominated workplaces; in a
l997 Defense Department study, 4 percent of military women have reported
enduring such abuse.  Although the severity may vary from patterns of obscene
joking to outright assault, the emotional damage is often profound and long
lasting. Up until just a few years ago, women had no recourse when confronted
with such harassment by a boss or co-worker.  However, the problem continues
to thrive among the female work force reminding women of their vulnerability
and creating tensions that make their jobs more difficult.
Defining sexual harassment is one of the law's newest frontiers, since it
covers such a wide range conduct.  In essence, there are two general types of
sexual harassment: Quid pro quo harassment and condition of work harassment.
Quid pro quo harassment describes a situation in which a person in authority,
typically a male, requires sexual favors from an employee, typically a
female, in return for an employment advantage, such as getting hired, getting
promoted, obtaining better working conditions, or not getting fired.
Condition of work harassment, also known as environment or workplace
harassment, is less direct, and arises when an employee is subjected to
requests for sexual favors, sexual comments or sexual insults, but no
negative employment consequences follow from the employee's refusal to accede
to the demands made on her.
Sexual Harassment can be defined as an unwelcome sexual advance, requests for
sexual favors and other verbal or physical conduct of a sexual nature. These
constitute sexual harassment when submission to such conduct is made either
explicitly or implicitly based on a term or condition of an individual's
employment. Submission to, or rejection of, such contact by an individual is
used as the basis for employment decisions affecting such individual. Such
conduct has the purpose or effect of unreasonably interfering with an
individual's work performance, or creating an intimidating, hostile or
offensive working environment."
In 1988, the EEOC amended its guidelines to extend legal responsibility for
the behavior of non-employees as well.  This can happen when the employer
put...

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