Quid pro quo sexual harassment refers to a form of workplace discrimination in which an individual is coerced into engaging in sexual acts in return for employment benefits, such as a job or promotion. An instance of this would be if a supervisor demands that an employee go on a date with them in order to receive a salary increase. Quid pro quo sexual harassment is both morally unacceptable and illegal.
Quid pro quo sexual harassment refers to a form of employment discrimination in which an individual in a position of authority requests sexual favors in return for job-related benefits or threatens adverse outcomes if the sexual demands are not met. For instance, if a supervisor informs an employee that they will only be promoted if they agree to go on a date, it constitutes quid pro quo sexual harassment. Similarly, if a professor informs a student that they will only pass a course if they engage in sexual activity, it also falls under this category. These instances exemplify the definition as both involve the person in power exploiting their position to demand sexual favors in exchange for something the victim desires or requires. Consequently, this creates a hostile work or academic environment and can have severe repercussions on the victim’s career or education.
Quid pro quo sexual harassment refers to a situation where a person in a position of power or authority demands sexual favors in exchange for employment benefits, promotions, or other favorable treatment.
Yes, quid pro quo sexual harassment is illegal under various federal and state laws, including Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination based on sex.
Examples of quid pro quo sexual harassment may include a supervisor threatening to fire an employee unless they engage in a sexual relationship, a manager promising a promotion in exchange for sexual favors, or a hiring manager refusing to hire someone unless they engage in sexual activity.
Yes, both men and women can be victims of quid pro quo sexual harassment. The law protects individuals of all genders from this type of harassment.
If you experience quid pro quo sexual harassment, it is important to report the incident to your employer’s human resources department or a designated authority figure. Document the details of the incident and any witnesses involved.
Yes, you can file a lawsuit against your employer for quid pro quo sexual harassment. Consult with an employment attorney to understand your rights and legal options.
Victims of quid pro quo sexual harassment may be entitled to various remedies, including compensation for emotional distress, lost wages, reinstatement, promotion, and injunctive relief to prevent further harassment.
Yes, an employer can be held liable for quid pro quo sexual harassment committed by its employees. Employers have a legal duty to provide a safe and harassment-free work environment.
No, it is illegal for an employer to retaliate against an employee for reporting quid pro quo sexual harassment. If you experience retaliation, you may have additional legal claims against your employer.
The time limit to file a claim for quid pro quo sexual harassment varies depending on the jurisdiction and the specific laws involved. It is advisable to consult with an attorney promptly to understand the applicable statute of limitations in your case.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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