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Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and behavior ...
Quid pro quo harassment also occurs when an employee makes an evaluative decision, or provides or withholds professional opportunities based on another employee's submission to verbal, nonverbal or physical conduct of a sexual nature. Quid pro quo harassment is equally unlawful whether the victim resists and suffers the threatened harm or ...
The Act also covers concepts of 'quid pro quo harassment' and 'hostile work environment' as forms of sexual harassment if it occurs in connection with an act or behaviour of sexual harassment. The definition of "aggrieved woman", who will get protection under the Act is extremely wide to cover all women, irrespective of her age or employment ...
Such conduct becomes bribery only when there is an identifiable exchange between the contribution and official acts, previous or subsequent, and the term quid pro quo denotes such an exchange. In terms of criminal law, quid pro quo tends to get used as a euphemism for crimes such as extortion and bribery. Sexual harassment
Barnes v. Train (1974) is commonly viewed as the first sexual harassment case in America, even though the term "sexual harassment" was not used. The case involved Paulette Barnes, a payroll clerk who worked for the Environmental Protection Agency. Barnes brought the case after losing her job for refusing the advances of a male supervisor. [1]
The 20-page lawsuit states Jane Doe was a victim of discrimination and underwent years of "severe and pervasive incidents of quid pro quo sexual discrimination, a hostile work environment, and ...
District regulations prohibit "inappropriate" conduct, comments, language or expression, "sexual harassment," "hostile environment sexual harassment" and "quid pro quo sexual harassment" from ...
Alexander v. Yale, 631 F.2d 178 (2d Cir. 1980), [1] was the first use of Title IX [2] of the United States Education Amendments of 1972 in charges of sexual harassment against an educational institution. [3] It further established that sexual harassment of female students could be considered sex discrimination, and was thus illegal.