Mere offensiveness is not sexual harassment

To preserve these articles as they originally appeared, The Times does not alter, edit or update them. Occasionally the digitization process introduces transcription errors or other problems. Following are excerpts from the Supreme Court's ruling today on sexual harassment in the workplace. The Court ruled unamimously that workers suing their employers for sexual harassment need not show that they suffered psychological injury.

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Sexual Harassment's Legal Morass

Sexual Harassment

It is well recognized that sexual harassment cases are often classified as arising under either the quid pro quo or hostile working environment theories. It is, nonetheless, possible to have cases where both theories may be appropriate. In the quid pro quo case, a violation occurs when the employee is required to acquiesce to the sexual advances of his or her employer in order to obtain a job benefit, such as promotion, or avoid an employment detriment, such as discharge. The present case arises under the hostile environment theory. In the hostile environment case, a violation occurs when unwelcome conduct by the employer or coworkers, which is directed at the employee because of his or her sex, has the "purpose or effect of unreasonably interfering with an individuals's work performance or creating an intimidating, hostile, or offensive working environment. S
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OPINION: What You Need to Know Before Filing a Sexual Harassment Complaint

In the spring of , Redbook magazine invited HBR to conduct a joint survey on the issue of sexual harassment in the workplace. Among the questions that needed to be addressed: How critical is the problem? Is it pervasive? How difficult is it for top management to spot and prevent harassment? Will it be easy […].
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