Legal factors shaping workplace harassment training

[...]I explore three examples: the legal definitions of sexual harassment, the legal requirements for remedial action, and the impact of an employee failing to report. Legally speaking, “A tangible employment action constitutes a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits” (Burlington Industries, Inc. v. Ellerth, 1998, p. 761). [...]quid pro quo is generally aimed at preventing harassment by individuals in authority positions with power to affect such tangible employment actions. [...]training programs targeting unlawful harassment might suffer ambiguity in criterion conceptualization and measurement due to a dynamic or inconsistent standard. [...]scholars should examine the potential advantages of training programs that provide information on alternate avenues for recourse.