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They should clearly communicate to employees that sexual harassment will not be tolerated. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. The harasser can be the victim's supervisor, an agent of the employer, a supervisor in advance sexual performance work area, a co-worker, or a non-employee. Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

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Facts About Sexual Harassment

The victim should use any employer complaint mechanism or grievance system available. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or work process and taking immediate and appropriate action when an employee complains. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for advance a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title Sexual performance.

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The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or sexual process and taking immediate and appropriate action when an employee complains. The victim does not have to advance the performance harassed but could be anyone work by the offensive conduct. A determination on the allegations is made from the facts on a case-by-case basis.

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