Title VII of the Civil Rights Act of 1964 protects employees from sexual harassment in the workplace. This law prohibits employment discrimination and is enforced by the U.S. Equal Employment Opportunity Commission (EEOC).
Sexual harassment
Sexual harassment can be demonstrated in many ways. It is a form of discrimination and is against the law. It may include unwelcome sexual advances, verbal, nonverbal or physical conduct of a sexual nature or requests for sexual favors.
Employees may be told that they must submit to the conduct as a term or condition of their employment, if they reject the conduct that it could be used as a basis for a negative employment decision, or the employee may be aware that the purpose of conduct is to interfere with their work performance.
Employers are required to prevent and address sexual harassment. This may include creating policies and procedures, investigating complaints and taking direct action to stop the behavior.
Addressing harassment
Employees should keep a record of all harassment, including dates, times, locations and any witness statements. These records may include emails, texts, notes or other evidence.
Employees can also notify their supervisor, manager or human resources department about the harassment. If the internal report does not resolve the situation, they can file a complaint with the EEOC.
Employees have a right to work in an environment that is free from sexual harassment and there is support available for them.