Claims of workplace sexual harassment typically fall into one of two categories. Sometimes, workers assert that their employers have created a hostile work environment or allowed one to develop unchecked.
Other times, individual employees may bring allegations of enduring quid pro quo sexual harassment in the workplace. Unlike a hostile work environment, which could involve anyone working at the company, quid pro quo harassment usually involves someone in a position of authority targeting a specific worker. Identifying quid pro quo harassment can help employees report the issue and hold their employers accountable if they fail to address it.
Personal favors should not affect employment
Quid pro quo sexual harassment occurs when one professional offers another workplace benefits for sexual favors or threatens them with employment-related consequences for declining their advances. If a manager says they won’t write a recommendation for a worker pursuing a promotion unless they agree to go on a date, that is an example of quid pro quo harassment.
Threatening to include a worker in upcoming layoffs or to initiate disciplinary actions because they refused advances can also constitute quid pro quo sexual harassment. Any attempt to leverage the worker’s career through threats or rewards for intimate favors could constitute a violation of that worker’s rights.
Workers experiencing quid pro quo harassment may need help understanding how to document the misconduct they have experienced. They may also need insight into how they report the matter to their employer and to regulatory authorities if their employer does not take appropriate action.
Employment litigation may be necessary if businesses don’t address quid pro quo harassment or retaliate against workers who report it. Consulting with an employment lawyer can help those experiencing sexual harassment improve the safety and legal compliance of their workplaces accordingly.