ve working environment (Dorn).
             Title VII of the Civil Rights Act of 1964 states that:
             ¡§Unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual¡s employment, unreasonably interferes with an individual¡s work performance or creates an intimidating, hostile or offensive work environment (FASH).¡
             These two examples are worded slightly differently, but are interpreted to have the same meaning. These rules go for both employers and employees since harassment can go from not only women to men, and men to women, but also employer to employee, and vice versa (Larsen).
             The acts of sexual harassment are categorized into two types. The first type is known as quid pro quo, which is Latin for ¡§this for that¡, and the second is sexually hostile environment. Quid pro quo constitutes any sexual ¡§favor¡ in exchange for some kind of work related benefit¡Xa raise for example. The sexually hostile environment type of sexual harassment is much more difficult to define and there are many psychological influences that play into it. The behavior in question must be continuous, occur often and must be sexual in nature. The behavior must also adversely affect the working conditions. This can include something as subtl
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