Final answer:
Sexual harassment is considered work-related if it affects an individual's employment, work performance, or creates an intimidating work environment, irrespective of the location it occurs. This can include harassment by a supervisor, co-worker, or client outside the workplace, and such actions are against federal laws and regulations.
Step-by-step explanation:
Sexual harassment can indeed occur outside of the workplace and still be considered work-related. The answer to the question is (a) True. Work-related harassment includes any sexually-based behavior that is knowingly unwanted and impacts a person's employment status, or interferes with a person's job performance, or creates a hostile or intimidating work environment. Although the harassment may take place outside of the physical work site, it can still be considered work-related if it has a direct impact on the victim's employment or work environment.
For instance, harassment by a supervisor, co-worker, or even a client or customer at a work-related event or through communication channels can be considered part of the work environment. Schools and other institutions are also vigilant about sexual harassment because they can be legally liable if they have tolerated such behavior. The importance lies in the nature of the impact on the work environment, regardless of the physical location where the harassment occurs.
The definition set forth by the U.S. Equal Employment Opportunity Commission (EEOC) and Title IX makes it clear that sexual harassment is not limited by the location. Acts that contribute to a hostile work environment or constitute quid pro quo harassment violate federal laws and are not confined within the physical boundaries of the office or work site.