Tenets of Leykis

Dating Co-workers

Dipping your friend in the company ink is a strict no-no.

In fact, you should not engage in any conversation with a woman at work unless it directly relates to work. Do not compliment them. Do not ask them out to dinner. Your conversation outside of work should be limited to Good (Morning / Afternoon / Evening). If you go beyond this, you're a lawsuit waiting to happen. If you do date a coworker and you break up, things can get tense around the office (especially if it was a nasty breakup). She can sabotage your career or, worse, file lawsuits claiming sexual harassment. At the minimum, you will have to see her every day, and maybe collaborate with her frequently. It's just not worth it. With all the background checks employers perform, if a sexual harassment lawsuit pops up you can say good buy to that job.

The courts are very hostile towards men in this regard as well, so just play it safe. If women want to be engaged in normal conversation, they can lobby the courts to be more lenient first. We're not going to risk our future to try to get a date with someone who, for all we know, is waiting for a guy to say "nice skirt" so she can claim sexual harassment and settle for a large sum of money.

Report all sexual harassments! If do not report it then it means that it is acceptable for a women to sexually harass men and get away with it.

Facts About Sexual Harassment
The U.S. Equal Employment Opportunity Commission

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

• The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
• The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
• The harasser's conduct must be unwelcome.

It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.

When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.

Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.

http://www.eeoc.gov/facts/fs-sex.html