receiving  (recipient)  the  unwelcome  behavior?  The person  receiving  the  behavior  is  being  affected; therefore, it’s the recipient’s perception that counts. If the  recipient  is  a  reasonable  person  and  not  overly sensitive,  behavior  which  the  recipient  finds unwelcome should be stopped. From the view of the recipient, this is a reasonable personal standard and is really no more than using common sense. BEHAVIOR WHICH IS SEXUAL IN NATURE Behavior  that  is  sexual  in  nature  is  fairly  easy  to determine.  For  example,  if  someone  tells  sexually explicit  jokes,  displays  sexually  suggestive  pictures, and talks about sex, that person’s behavior is sexual in nature. Some  people  consider  other  behaviors,  such  as touching, to be sexual in some cases but not in others. Not all touching is sexual in nature. However, touching certain parts of the body or done suggestively is sexual in  nature.  Again,  using  common  sense  is  normally enough to tell whether a certain behavior is sexual in nature. OCCUR IN OR IMPACT ON THE WORK ENVIRONMENT For sexual harassment to occur, unwelcome sexual behavior  must  occur  in  or  impact  on  the  work environment. Quid Pro Quo (This for That) When someone is offered or denied something that is  work-connected  in  return  for  submitting  to  or rejecting  unwelcome  sexual  behavior,  that  person  is being subjected to a type of sexual harassment known as quid pro quo (“this for that”). A  person  isn’t  promoted  because  he/she  didn’t submit  to  unwelcome  sexual  behavior.  This  is  an example  of  quid  pro  quo  sexual  harassment.  Other examples include the loss of a job, a demotion, or a bad performance eval. Basically,  if  a  work-connected  decision  is  made because a person is being subjected to or has rejected unwelcome  sexual  behavior,  sexual  harassment  has occurred.  Normally,  this  is  from  a  senior  to  a  junior, because the senior person can offer something. Hostile Environment If  unwelcome  sexual  behavior  of  one  or  more persons in a workplace interferes with another person’s work  performance,  sexual  harassment  has  occurred. Now,  suppose  the  behavior  makes  the  workplace offensive,  intimidating,  or  abusive  to  another  person, whether or not work performance is affected. This type of sexual harassment is called hostile environment. The following  are  examples  of  a  person’s  behavior  that could create a hostile environment: · Use  of  sexually  explicit  or  sexually  offensive language. · Display sexually oriented posters or calendars of nude or partially clad individuals. · Touch someone in a suggestive manner (that is, intentionally  brushing  against  or  pinching  a person). · Give someone unwelcome letters, cards, or gifts of a personal nature that have sexual overtones. · Give unwanted or uninvited pressure for dates. Some  types  of  unwelcome  sexual  behavior  don’t have  to  create  a  hostile  environment  to  be  sexual harassment.  If  a  person  fondles  or  gropes  another person  in  the  workplace,  the  behavior  is  considered sexual harassment. This behavior is considered sexual harassment even if it only happened once. Other, less obvious  behaviors  can  become  sexual  harassment  if they are repeated. RANGE OF BEHAVIORS There is a wide range of behaviors, from leering to rape,   that   can   be   unwelcome,   sexual,   and work-connected. These behaviors can constitute sexual harassment.  Some  behaviors  may  be  unwelcome  and work-connected,   but   not   sexual   (for   example, performance  counseling).  This  behavior  is  not  sexual harassment. To make it easier to understand, it is helpful to think of the entire range of possible behavior in terms of a traffic light. The traffic light has three colors—red, 1-20 Student Notes: