adversely affect personnel morale and promotion throughout an organization (Valentine, 2001).
Quid pro quo cases continue to occur the contemporary period. Such actions occur in both the public and private sector organizations. Typically, supervisors demand sex from their female subordinates, make threats against employees who refuse their advances, and retaliate against employees who complain (Goldsmith, 1999).
To prevail in a claim of hostile-environment sexual harassment, one must demonstrate the presence of five conditions. First, the target must belong to a protected population group. Second, the target must be the recipient of unwelcome harassment. Third, the basis of the unwelcome harassment must be sexual. Fourth, the harassment must affect a term, condition or privilege of employment. Fifth, the employing organization must have failed to take effective remedial action when the organization either was aware of the harassment or should have been so aware (Lee & Greenlaw, 1995).
The Equal Employment Opportunity Commission's (EEOC) 1993 guidelines classify harassing behavior into two categories. The first refers to "epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts" (Equal Employment Opportunities Commission, 1993, p. 5). Sexual harassment can occur in a variety of circumstances, including after the dissolution of a mutually consenting relationship (Rogga, Schmidt, Shull, & Schmitt, 2001).
The second category under the EEOC guidelines consists of "written or graphic material that denigrates or shows hostility or aversion toward an individual or group à and that is placed on walls, bulletin boards, or elsewhere on
...