Final answer:
It is true that employees must utilize their company's complaint process or notify the employer about sexual harassment, unless it's unreasonable to do so. This reflects the employer's responsibility to create a harassment-free workplace. An employer may face legal consequences if they fail to address sexual harassment claims.
Step-by-step explanation:
It is generally true that an employee must use the company's complaint procedure or bring a case of sexual harassment to the employer's attention unless it was unreasonable to do so. This step is important to ensure that the employer has an opportunity to address the harassment and take the necessary actions to prevent it from continuing. Sexual harassment includes a range of sexually-based behavior that may affect an individual's employment, hinder job performance, or create a hostile or intimidating work environment. Such behavior is prohibited under the Civil Rights Act of 1964 and Title IX when it pertains to educational institutions receiving federal funds.
Examples of sexual harassment include unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature that affects work performance or creates an unpleasant environment. It is important to note that the harasser could be a supervisor, a coworker, or even a non-employee, such as a client. While isolated incidents may not qualify as harassment, a pattern of behavior can create a hostile environment, leading to legal repercussions for the offending party and possibly the employer, if they are deemed to have tolerated the discriminatory conduct.