The Nedlac Code of Good Practice, August 1999, defines sexual harassment as:

(1) Unwanted conduct of a sexual nature. The unwanted nature of sexual harassment distinguishes it from behaviour that is unwelcome and mutual.

(2) Sexual attention becomes sexual harassment if, the behaviour is persisted in, although a single incident of harassment can constitute sexual harassment, and/or the recipient has made it clear that the behaviour is considered offensive; and/or the perpetrator should have known that the behaviour is regarded as unacceptable.

A broad definition, such as that issued by the EEOC (Equal Opportunity Commission), in the United States, usually covers two general categories, which are really the opposite sides of a continuum.

Are Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduc

Nowdays, the EEOC and court has helped many cases of sexual harassment to be won, even though it seems this kind of harassment number’s are increasing especially within companies and the amount of money lost is also increasing to about $6.7 million annually in losses paid out. Netherless victims have the safety to claim under the federal law and collect substantial amounts for harms done. Thus for companies the stakes have increased dramatically.

This is what the juries or the EEOC may look upon to determine whether a conduct is sexual harassment. When investigating allegations of harassment the EEOC looks at all circumstances, such as the above statement and the nature of the sexual advances and context in which it occurred. Etc.

Directly inform the harasser it is unwelcome and he mjst stop. This is a particularly important step the victim must take, especially when the harasser believes it to be welcomed. The victim should also use any employer complaint or grievance system available. If the methods are ineffective, they should contact the EEOC as seen as possible.

In South Africa, one of the first surveys undertaken in this area was done by the East London Daily Despatch newspaper in 1989. The findings indicated that 76% of the female employees who participated in the survey had experienced some form of sexual harassment at work. In a country like South Africa, which has the highest rape prevalence in the world and where battery of women is wide spread, it is not surprising that the rate of sexual harassment is very high, ranging from 35% to 76% of women surveyed. The statistics in Canada vary due to the fact 4/10 women who suffer sexual harassment actually take formal action. Many women believe that a complaint would not be taken seriously in their workplace. It is said in recent surveys that 80%-90% of women in the labour force hav

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