) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affected such [an] individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment."
Under the case law, sexual harassment can take two forms: (1) the requirement by an employer that the employee provide sexual consideration as quid pro quo for employment benefits; or (2) the conduct complained of created a hostile work environment. Quid Pro Quo Acts of Sexual Harassment Against Monica
Once she became an employee of Peerless, Monica became a member of a group protected under Title VII, women. Bill and Monica conducted a consensual affair before Monica became an employee of Peerless. That conduct is not actionable. However, thereafter, Bill requested that Monica continue to have sex with him and told her that he would not provide her with a ride to work unless she slept with him one more time. Monica refused; therefore, Bill's sexual advances were clearly unwelcome. The harassment complained of related to sex. However, in order for them to be actionable as quid pro quo acts of sexual harassment, Monica would have to prove that Bill "explicitly or implicitly
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