Sexual harassment can manifest in many different ways in the workplace. Some people experience a hostile work environment caused by the abuse of their co-workers. Others face unwanted advances from business leaders.
Quid pro quo harassment occurs when people try to manipulate others by using threats of employment consequences or by promising career-related rewards. Offering workers better shifts or bonuses if they acquiesce to romantic advances is a form of quid pro quo harassment.
In some cases, managers and others might use an individual’s advancement aspirations to pressure them into accepting the harassment they experience. A supervisor’s or manager’s refusal to provide a recommendation or reference letter without an employee making personal concessions could constitute quid pro quo sexual harassment.
Personal demands for professional services are inappropriate
Managers, team leads and business owners should treat their workers with dignity and respect. They should fulfill all necessary job functions and should not let their personal feelings interfere with their responsibilities. They should not punish workers who decline their advances.
Refusing to recommend a subordinate for a promotion for which they are qualified could be a form of quid pro quo harassment. Anytime that those in positions of authority try to force or manipulate others into compromising their personal values for career rewards or to avoid career consequences, the situation could meet the definition of quid pro quo harassment.
Reviewing documentation of a manager’s or supervisor’s inappropriate conduct with a skilled legal team can help professionals evaluate their options. Threats of termination or promises of financial gain aren’t the only acts that can constitute quid pro quo sexual harassment in the workplace. A sexual harassment lawsuit might be possible in cases where supervisors use their authority as leverage against employees.