Sexual Harassment

Harassment on the basis of SEX is a Violation of Section 703 of title VII (Amendment to the Guidelines on Discrimination Because of Sex. 29 CFR part 1604 11, FR 25024. EEOC).

Unwelcome sexual advances. Requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
• Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

What You Can Do

If you are a victim or a witness to sexual harassment:

• Tell the harasser to STOP
• Keep records of occurrences
• Tell someone
• Report the harassment
• Go to outside sources with your complaint

If you witness sexual harassment or if someone tells you of sexual harassment: Listen, Support, Believe, Report.

Call DVSAS Legal Advocate for information, 378-8680

Or 1-800-245-9865 or Washington State Human Rights Commission, 1-800-233-3247

Source: Washington Coalition of Sexual assault Programs

Call us, we can help.

It's free and confidential.

Teen Advocate

County-Wide (360) 376-5979

24 Hour Crisis Line

Orcas Island (360) 376-1234

San Juan Island (360) 378-2345

Lopez Island (360) 468-4567

What Employers Should Know

Sexual Harassment costs you money because of poor productivity, loss of employees and high turnover, frequent absences, potential lawsuits and not to forget negative publicity.

Employers are responsible with respect to conduct between fellow employees, for acts of sexual harassment in the workplace where the employer (or its agents or supervisory employees) knows or should have known of the conduct, unless they can show that it took immediate and appropriate corrective action.