Answer to Question 1
a
Answer to Question 2
Answer: The three main ways an employee can prove sexual harassment are quid pro quo, hostile environment created by supervisors, or hostile environment created by co-workers or nonemployees. Quid pro quo means that submission to sexual conduct is made a term or condition of employment or advancement. For example, a manager could say that a subordinate will only get a promotion if the subordinate does a sexual act with the manager. Even when no direct threats or promises are made in exchange for sexual advances, if an offensive work environment is created, sexual harassment has occurred. Such an offensive work environment is called a hostile environment. This hostile environment can be created by co-workers and their behaviors and actions. It can also be created by the behaviors and actions of a supervisor. A hostile environment is seen to exist when the discriminatory conduct is frequent and repeated over time or severe in nature and it unreasonably interferes with an employee's work performance. EEOC guidelines state that an employer is liable for the sexually harassing acts of its nonsupervisory employees if the employer knew or should have known of the harassing conduct.
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