New York has very strict laws that govern how employers are supposed to be treated. These laws forbid workers from being harassed, including sexual harassment.

Quid pro quo sexual harassment is one type of mistreatment that workers might be subjected to. It’s critical for all employees to fully understand what it entails so they can put a stop to it if it occurs.

What quid pro quo harassment entails

Quid pro quo, a Latin term meaning “this for that,” involves situations where a supervisor or someone in a position of authority makes job benefits—such as promotions, raises or continued employment—dependent on an employee’s willingness to engage in sexual activities.

It can manifest through threats of demotion, firing or negative performance evaluations if the advances are rejected. This form of harassment can be a single significant incident or a series of incidents, making it unique in its potential to be immediately actionable.

Signs of quid pro quo harassment

Recognizing the signs of quid pro quo sexual harassment involves observing the dynamics of interactions and the conditions set forth by those in power. Key signs include:

• Direct or implied propositions: Statements or insinuations by a supervisor that suggest job perks or security can be gained or maintained through sexual favors.
• Threats of adverse action: Comments or implications that refusing sexual advances will lead to professional harm or less favorable job conditions.
• Unusual or preferential treatment: An employee receiving significant positive or negative changes in job conditions without a clear, performance-based reason, which coincides with the acceptance or rejection of sexual advances.
• Sudden job changes following rejection: Abrupt changes to an employee’s role, responsibilities, or the terms of employment that occur after rejecting sexual conduct from someone in authority.
• Confidential conversations about non-work-related personal matters: Regular, unsolicited discussions initiated by a superior focusing on personal or sexual topics that are not relevant to work.

Understanding and identifying these signs is crucial for employees who want to take timely and appropriate actions against such harassment. Affected employees should discuss their case with a legal representative who can outline their options and help them to protect their interests.