le obstacles in preventing harassment from continuing. The proposed measures fail to cover all aspects of harassment, though the truth is, it is virtually impossible to formulate a plan to do so. Anti-harassment policies in the workplace can significantly lessen the occurrences of harassment by co-workers, but in reality, corporate policies are only as good as the supervisors that enforce them.
             Evidently, sexual harassment has manifested itself into the everyday work environment, and has now unfortunately become a common occurrence for some women. Though government procedure countering this problem has improved considerably over the past few years, as long as there are women in the work force, they will inevitably be subjected to the torture that is sexual harassment.
             Sexual Harassment is defined as “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature when 1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; 2) submission to or rejection of such conduct is used as the basis for employment decisions; or 3) such conduct has created an intimidating, hostile, or offensive working environment.” There are two kinds of sexual harassments- quid pro quo (1,2) and hostile environment (3). In a quid pro quo, if it’s proven that some specified sexual conduct is a condition for some sort of employment advantage, it’s and actionable claim. If the conduct is suggested for the receipt of employee benefits, promotions, continued employment in a particular job or continued employment at all, it also is quid pro quo. In a hostile environment, the employee must prove two things for the action in this case. First, the employee must establish that he or she was subjected to unwelcome physical and/or verbal conduct of a sexual nature. Secondly, the employee must prove that the conduct was so sever...