Sexual harassment in the workplace is a problem that is pervasive, perfidious and not easily cured. Sexual harassment, by law, consists of deliberate and unwelcome sexual advances, unwanted request for sexual favors, and certain other offensive conduct of a sexual nature. Sexual harassment may be committed by men or women in many different roles, such as that of boss, client, co-worker, military superior, or teacher. However, a large majority of cases involves the harassment of women by their male bosses or fellow employees. By its nature, it involves the most embarrassing and intimate of details. Sexual harassment usually involves people in positions of power (usually men) doing and saying offensive things, normally to women under their dominion. These factors make coming forward with complaints of sexual harassment a stressful task. Investigations into claims of sexual harassment as well as victims and witnesses must be treated while promoting full disclosure of improper conduct and prompt resolution of valid complaints. According to Collier & Associates law firm in Dallas report that " sexual harassment claims increased two hundred percent in 1995 and judgements excluding attorney"s fees averaged $200,000. It has been estimated that ninety percent of all sexual harassment claims are bona fide (Business Week, 1996). .

             Title VII of the Civil Rights Act of 1964 made sexual discrimination in the workplace illegal; however, sexual harassment was not defined until the 1980"s when the EEOC formulated guidelines to define sexual harassment. According to the EEOC guidelines, behavior that is considered sexual harassment exists when one of the three elements are present: Unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature. Employers have a duty to maintain a working .

             environment free of harassment. Employers are liable for harassment by supervisors regardless of whether the employer knew or should have known of the harassment.