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Foreword: The following contains answers to managers' most frequently asked questions when faced with allegations of sexual harassment within their organization.

Q. What is sexual harassment?

A. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. Submission is made either explicitly or implicitly a term or condition of an individual's employment; or

2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or

3. The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Key points to note in this definition are that sexual harassment involves:

1. Any action of a sexual nature, whether physical, verbal, or even non-verbal, may constitute sexual harassment if it is unwelcome, and… 2. Either amounts to a term or condition of employment (i.e., must be tolerated in order to maintain employment), or… 3. Is considered in making employment decisions regarding that person (e.g., promotions, performance ratings, assignments), or… 4. It creates an intolerable or hostile work environment that negatively impacts upon an employee's performance or ability to remain employed in that workplace.
This definition has been used in identifying two primary types of sexual harassment:

1. Those behaviors that result in tangible employment actions; and;

2. Those behaviors that create a hostile work environment.

Q. What is Tangible Employment Action Harassment?
A. A tangible employment action is a significant change in employment status. Some examples of…...

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