An article by Collin Nyeholt:
Victims of sexual harassment and assault need to understand how the law empowers them to fight back.
The Equal Employment Opportunity Commission tells us that “[h]arassment can include ‘sexual harassment’ or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
But, “the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious” because “harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).”
“Quid pro quo,” like when a boss demands sex for employment, is also sexual harassment. . . .