Sexual harassment is defined as any unwelcome sexual conduct that creates a hostile or intimidating work environment, interferes with an individual's work performance, or affects an individual's employment opportunities.

Sexual harassment can include a wide range of behaviors, including unwanted touching, groping, or kissing; sexual jokes, comments, or propositions; displaying sexually explicit images or videos; and retaliation for refusing sexual advances.

Sexual harassment can affect anyone, regardless of their gender identity or sexual orientation.

Sexual harassment can be perpetrated by anyone, regardless of their position or relationship to the victim.

If you are experiencing sexual harassment, it is important to take action to protect yourself. This may include reporting the harassment to your supervisor or human resources department, keeping a record of the harassment, talking to a trusted friend or family member, and seeking legal advice.

Preventing sexual harassment in the workplace requires a comprehensive approach that includes creating a clear and comprehensive sexual harassment policy, providing training to employees on sexual harassment, encouraging employees to report any incidents of sexual harassment, and taking prompt and appropriate action to address any reports of sexual harassment.

Sexual harassment can have a devastating impact on the victim, leading to emotional distress, physical harm, lost productivity, and even job loss.

The consequences of sexual harassment for the perpetrator can vary depending on the severity of the harassment and the policies of the employer. However, potential consequences may include termination of employment, demotion, suspension, and even criminal charges.

Employers have a legal obligation to prevent and address sexual harassment in the workplace. This includes creating a clear and comprehensive sexual harassment policy, providing training to employees on sexual harassment, encouraging employees to report any incidents of sexual harassment, and taking prompt and appropriate action to address any reports of sexual harassment.

There are a number of resources available to victims of sexual harassment, including the Equal Employment Opportunity Commission (EEOC), the National Sexual Assault Hotline, the Rape, Abuse & Incest National Network (RAINN), and local victim assistance organizations.

The statute of limitations for filing a sexual harassment lawsuit varies by state. In some states, it is as short as one year, while in others it is as long as four years.

Common defenses to a sexual harassment lawsuit include the conduct was not unwelcome, the conduct was not severe or pervasive enough to create a hostile work environment, the employer took prompt and appropriate action to address the harassment, and the victim failed to mitigate their damages.

Recent trends in sexual harassment law include an increase in the number of sexual harassment lawsuits being filed, a broadening of the definition of sexual harassment, and a greater focus on preventing sexual harassment in the workplace.

Challenges to addressing sexual harassment in the workplace include the stigma associated with reporting sexual harassment, the fear of retaliation, the lack of awareness of what constitutes sexual harassment, and the difficulty in proving sexual harassment.

Best practices for creating a sexual harassment-free workplace include creating a clear and comprehensive sexual harassment policy, providing training to employees on sexual harassment, encouraging employees to report any incidents of sexual harassment, and taking prompt and appropriate action to address any reports of sexual harassment.