Sexual harassment occurs when an applicant or employee is treated less favorably because of the person’s sex. Harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Harassment can also include offensive remarks about a person’s sex, such as making offensive comments about women in general. Both the victim and the harasser can be either a woman or a man and they can be the same gender.
It is illegal for anyone involved with a person’s employment–a supervisor, manager, co-worker, or even a customer–to harass a person because of his or her gender.
The law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not serious. Harassment must be so frequent or severe that it creates a hostile or offensive work environment or it results in an adverse employment decision.
Victims of sexual harassment should use any employer complaint mechanism or grievance system available before filing a complaint; otherwise, remedies may be limited.
Which Employers Are Subject to Laws Prohibiting Sexual Harassment?
Employers can be held responsible for sexual harassment if they have 15 or more employees who worked for the company for at least twenty calendar weeks (this year or last).
DOES NEVADA LAW ALSO PROHIBIT SEXUAL HARASSMENT?
Yes, Nevada law has very similar prohibitions against sexual harassment.
WHAT CAN I DO IF I AM THE VICTIM OF SEXUAL HARASSMENT?
To learn about what action you can take, go here.