The quid pro quo is a term that defines the act of offering something and receiving something in return. It may apply to many different cases, and one such is quid pro sexual harassment. It is an inappropriate sexual favor request made by someone holding superior power. For example, a boss can tell a female employer that they will promote her in return for sexual favors.
It is the most egregious form of quid pro quo sexual harassment. However, it can be in other subtle forms. Therefore, if you experience any kind of harassment, you should contact a sexual harassment lawyer Austin.
How to define quid pro quo harassment?
There are specific criteria that need to be fulfilled to meet the standards of quid pro quo in a legal matter. Firstly, the crime must be committed by somebody who is superior; otherwise, they will not be able to provide some sort of career benefit, which is the element of the equation.
In some cases, a coworker who is not superior can get involved in the act of sexual harassment, which will not be considered quid pro quo harassment. The person making a claim should be the company’s worker or a job applicant. There should be a transparent instance of verbal request or sexual advance for sexual favors in interest for some benefit.
Concerning the favor granted to the person being harassed, it will not be restricted to a raise or some sort of advancement. The supervisor can threaten to terminate someone unless they consent to a sexual request.
In the end, the plaintiff in quid pro quo harassment must prove that the harasser’s actions were harmful. The unfair demotion or loss of a job would be some type of harm that could be caused.
How can employers stop sexual harassment?
As mentioned earlier, a quid pro quo case is specific to the superior and a subordinate, but there are other types of harassment too. If you are a company’s decision-maker, you must take the proper steps to control such harassment in your workplace.
First of all, you should prepare an effective sexual harassment policy. Workers in the upper management team should present in the agreement so that the policy is authentic to create a non-hostile work environment.
You should make rules and regulations and ensure every employee fully understands and follows them. Your employer handbook should have a sexual harassment policy and should state that the person who violates the rules will be subject to dismissal.
