ble.”(628) As a female this is what is most disturbing. This is why there needs to be clear cut definitions of what sexual harassment is.
             Federal law recognizes two different forms of claiming sexual harassment under Title VII. The first is quid pro quo. Under the quid pro quo form of harassment, a person in authority, usually a supervisor, demands sexual favors of a subordinate as a condition of getting or keeping a job benefit. EEOC guidelines define sexual harassment generally as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. In quid pro quo cases, the offense is directly linked to an individual's terms of employment or forms the basis for employment decisions affecting the individual. Usually, such cases are easy to recognize the first sexual harassment lawsuit under Title VII was decided on quid pro quo grounds. When such harassment occurs, the subordinate has the legal right to take the employer to court. “Because courts follow the doctrine of respondeat superior, the company is held strictly liable even if it had no knowledge of the conduct.” (Roberts)
             An example of this type of harassment is the case of Lelia Bush v. Astra AB. A pharmaceutical company recently agreed t
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