When an employee alleges sexual harassment, that employee is in a vulnerable position. Often, an employee is subjected to punishment as revenge for having made the allegation. This type of punishment that stems specifically from making a sexual harassment allegation is known as retaliation. In order to prevent retaliation, it is vital for an employer to have policies in place. Without anti-retaliation policies to safeguard an employee, she or he can be victimized all over again. In addition, if retaliation is allowed to go unaddressed, sexual harassment is much more likely to reoccur and to go unreported.

Most sexual harassment involves words or actions that are sexual in nature. This can include suggestive or explicit words or phrases, displays of pornography, rude gestures, unwelcomed physical contact, and demands for sexual favors. However, words and actions do not have to be sexual in nature to be considered sexual harassment.

According to one source, more than half of all workers (54%) have experienced some form of workplace harassment. In addition, the percentage of women who have experienced sexual harassment in the workplace is nearly four times that of men (79% versus 21%).

All sexual harassment can be categorized into two broad types: quid pro quo and hostile work environment. In the eyes of the law, there is no difference between these two types of sexual harassment. Both quid pro quo harassment and harassment that results in a hostile work environment are equally detrimental to a workplace and to the individuals involved, and under the Civil Rights Act of 1964, both are illegal.

The number of incidences of sexual harassment that occur every year is difficult to determine. One study found that more than half of all workers (54%) had experienced some form of sexual harassment. One of the primary reasons why the number is difficult to calculate is because of how few incidents of sexual harassment are actually reported due to a variety of reasons.

On occasion, an employee will tell a joke or make a comment that seems harmless to that person but is hurtful or offensive to someone else. It does not matter about the individual's intent but rather the employee's words and their effect on the person or persons who heard them.

This article explains exactly how sexual harassment violates the law and as such is considered illegal.

This article discusses what types of words and actions can be considered sexual harassment.

To help determine whether words and actions might be acceptable for the work environment, we can think in terms of three broad categories: those things that are appropriate for the workplace, those things that are inappropriate, and those things that are illegal. When faced with a question about whether something is appropriate for the workplace, the best course of action is to err on the side of caution and unless a behavior is clearly appropriate, then don't do it.